Flight Risks highlights reps who are showing more than one signal associated with disengagement, so you can check in early rather than find out at a resignation.
It's worth being clear about what it is before you use it: it's a prompt for a conversation, not a prediction and not evidence. Handled well it's one of the more valuable things in Uhubs. Handled badly it damages trust quickly.
Who can see it
Flight Risks is visible to Admins and Managers only. There is no equivalent view for Team Members, and reps aren't shown whether they've been flagged.
That places a responsibility on you: the person you're about to talk to has no idea this list exists, so don't open with it.
What you'll see
The page lists only the people who have been flagged, ordered by severity. It isn't a score for everyone on your team, and it isn't a leaderboard — most of your team won't appear at all, and that's the normal case.
For each person flagged, you'll see:
Their name and job title
A severity badge — High, Medium or Low
How many signals were triggered
Which signals they were, and the underlying figure behind each one
Use Expand all to open the detail on every person at once.
How severity is set
Severity is simply a count of how many signals were triggered:
Severity | Signals triggered |
High | 4–5 |
Medium | 2–3 |
Low | 1 |
A High severity means several signals point the same way at once. It does not mean the person is more likely to resign than someone at Medium — only that more of the signals Uhubs looks at were triggered.
The signals Uhubs looks at
Reps are assessed across seven signals drawn from Pulse data. Five feed the automated severity score. Two are shown to inform your conversation but deliberately don't affect severity, because language and relationship signals need a human read.
Signal | What it looks at | Affects severity |
Pulse score trajectory | Overall score declining across Pulse periods | Yes |
Self-review trend | The rep rating themselves lower over time | Yes |
Resilience & Adaptability | Consistently low self-ratings, which can accompany burnout | Yes |
Growth Mindset & Drive | Low self-rating as a signal of disengagement | Yes |
Performance vs self-perception gap | The rep rating themselves significantly above their manager's rating | Yes |
Coaching connect scores | The rep rating their manager low on connection | Reviewed qualitatively |
Free-text sentiment | Language patterns in self-review free text | Reviewed qualitatively |
Because several of these are trends, they need more than one Pulse of history to mean much. If your company has only run one Pulse so far, treat the list as very provisional.
How to use it well
Never mention the list. "The system flagged you as a flight risk" is the fastest way to lose someone's trust — and to guarantee they tell you nothing useful. Use the flag to prompt a conversation you'd have anyway.
Look at what changed, not just the score. Open the detail and see which signal fired. A declining self-review trend is a different conversation from a low connection score with you.
Ask open questions and leave room. "How are you finding things at the moment?" or "What's felt hardest this quarter?" will tell you more than anything derived from the data.
If the Coaching connect signal has fired, the conversation may be about you. That's uncomfortable, and it's also the most actionable thing on the page. Consider whether someone else is better placed to have that conversation.
Act on what you learn, not on the flag. If someone tells you they're stretched, change something. A check-in that leads to nothing is worse than no check-in.
What it doesn't tell you
It doesn't tell you why. A flag can reflect a hard quarter, something happening outside work, a difficult relationship, or nothing at all.
It isn't a prediction. Being flagged doesn't mean someone is leaving. Plenty of flagged reps are simply having a tough stretch.
An empty list isn't reassurance. Someone who has already decided to leave may show none of these signals. Don't substitute this page for knowing your team.
It is not a performance measure. Flight Risks should never be used in performance management, pay, promotion or employment decisions. It's a wellbeing and retention prompt, and using it any other way is both unfair and unreliable.
Need help?
If you'd like to talk through how to approach a particular conversation, use the in-platform chat — the Uhubs team would genuinely rather help you prepare than have you go in cold.