ROI Calculator - Low-Impact Task Reduction

(Unnecessary meetings, manual or repetitive admin work, reactive problem solving (firefighting))

Manager Salary (per month in R): Number of hours per week per leader of time wasted on low-impact tasks: Planned Reduction in Wasted Time (%): Number of Managers:

ROI Calculator - Task Oversight Reduction

(Monitoring & check-ins, non-essential decision making, Over-Involvement in Execution)

Manager Salary (per month in R): Number of hours per week (per leader) spent on oversight: Planned Reduction in Oversight (%): Number of Managers:

ROI Calculator - Employee Turnover Reduction

(Lack of career growth, unclear development paths, employee disengagement)

Employee Salary (per month in R): Percentage of Employees Without Development Plans (%): Average Employee Turnover per Year (%): Expected Reduction in Employee Turnover (%): Number of Total Employees:

Total Company-Wide Savings

Reducing Time Spent on Low-Impact Work

The Problem:

Managers spend 30% of their time on low-impact work. Refer to the McKinsey "Middle Managers (your most valuable resource)" and Gallup "The cost of disengaged staff" articles for more information.

Illustrative Example:

Assume a manager's annual salary cost is R600,000. 30% of their time = R180,000 wasted on low-impact work. A 20% reduction in wasted time = R36,000 saved per manager per year.

The Impact:

Across 25 managers, this results in R900,000 saved per year.

Improving Team Execution to Reduce Unnecessary Oversight

The Problem:

Managers spend 35% of their time on non-essential oversight of their team's work. Refer to the McKinsey "The importance of empowering teams" and HBR "How to stop micro-managing" articles for more information.

Illustrative Example:

Assume a manager's annual salary cost is R600,000. 35% of their time = R210,000 spent on oversight. A 20% improvement in team execution reduces oversight time, saving R42,000 per manager per year.

The Impact:

Across 25 managers, this results in R1.05 million saved per year in recovered productivity.

Lowering Turnover Through Structured Development

The Problem:

59% of employees don’t have structured career development plans. Refer to the SHRM "Lack of talent development drives turnover" and Gallup "The cost of replacing a staff member" articles for more information.

Illustrative Example:

Implementing structured career development reduces this number to 30%. This leads to a 25% reduction in turnover risk, retaining 7 employees per year.

The Impact:

Retaining 7 employees prevents R1 million per year in replacement costs.