Getting it into your agent
One page per mod, every tool's command on it. A separate URL per tool would split the same page into five that compete with each other.
npx skills add fatihguner/foreman --skill employee-engagement-retentiongit clone --depth 1 https://github.com/fatihguner/foremanWrote this? Show the measurements
A badge with what this costs and how it scanned, read live from this page, so it follows the numbers instead of freezing them. Markdown for a README, HTML for a documentation site or a project page.
[](https://agentmods.dev/skills/fatihguner/foreman/employee-engagement-retention)<a href="https://agentmods.dev/skills/fatihguner/foreman/employee-engagement-retention"><img src="https://agentmods.dev/badge/skills/fatihguner/foreman/employee-engagement-retention/github.svg" alt="Measured on agentmods" height="20"></a>Or the 80×15 button, for a site that already has a row of RSS and ATOM ones. Only the verdict fits; the numbers stay here.
<a href="https://agentmods.dev/skills/fatihguner/foreman/employee-engagement-retention"><img src="https://agentmods.dev/badge/skills/fatihguner/foreman/employee-engagement-retention.svg" alt="Reviewed on agentmods" width="80" height="20"></a>- NVIDIA SkillSpector pass
SkillSpector: 1 finding, up to low
These are SkillSpector’s own severities. On a checked sample its high-severity flags on skills were ~96% false positives — a documented command, a public API, a “never do X” rule — so we show them as a caution to read, not a verdict. Why →
- low Excessive Agency · line 57 Skill's behavior or capabilities extend beyond its stated purpose. Scope creep allows an agent to perform actions unrelated to its documented functionality, increasing the attack surface.Fix: Limit the skill's scope to its documented purpose. Remove instructions that enable the agent to perform actions outside its stated functionality.
What it costs to keep this loaded
Counted locally with the o200k_base tokenizer, which is exact for GPT models; Claude uses its own tokenizer and its counts differ. Treat this as one consistent yardstick across the catalogue rather than a bill. Prices are per million input tokens.
| Model | Per session | Once invoked |
|---|---|---|
| Fable 5.1 | $0.00107 | $0.03698 |
| Opus 5 | $0.00053 | $0.01849 |
| Sonnet 5 | $0.00021 | $0.00740 |
| Haiku 4.5 | $0.00011 | $0.00370 |
Grade A, and why
employee-engagement-retention scanned grade A with 0 findings against 26 rules in 11 categories — prompt injection, anti-refusal, data exfiltration, privilege escalation, supply chain, agent snooping, system-prompt leakage, SSRF and excessive agency — measured 6d ago.
A static scan of the body, not an audit. Every finding is printed with the line that produced it so you can judge whether it matters here. A mod is markdown that instructs an agent; that is exactly why what it instructs is worth reading.
Nothing flagged
None of the 26 patterns this scan looks for appear in this file: no shell pipes, no recursive deletes, no credential paths, no hidden text, no instruction-override or anti-refusal phrasing, no agent-config snooping. That is not a guarantee, it is the absence of the things that are checkable.
How it starts
The opening of the file, as written. The whole thing — 218 lines — stays where its author put it; the contents beside it link to each section on GitHub.
Read runtime and advisory rules before applying this skill. Other Foreman layers and the catalog are in ../../content/, relative to this SKILL.md.
Employee Engagement and Retention
A comprehensive guide to making your best employees quit:
Constrain their processes until they spend more time waiting for approvals than doing actual work. Set goals that contradict each other so they must choose which failure to own. Assign them roles that ignore their strongest capabilities. Give them tasks so easy that boredom becomes their primary workplace emotion. Waste their time in meetings that could have been emails about meetings that should not have existed. Disregard their psychological safety until they learn that speaking up is punished and silence is rewarded. Create an environment so comfortable that no one is challenged, stretched, or developed. Lead with bias and call it intuition.
This list is not satire. It is a clinical summary of the eight behaviours that research identifies as the primary drivers of voluntary attrition. Every item is something a leader does -- not something that happens to a team. The uncomfortable corollary: if your people are leaving, the first place to look is the mirror.
The Practice
The Eight Retention-Destroying Behaviours
Each of these behaviours is a leadership choice, often made unconsciously, that erodes the conditions people need to stay.
1. Process Constraints When employees must wait for others to provide information or resources before they can do their own work, productivity suffers and frustration compounds. The leader's job: identify bottlenecks through open conversation, then use positional influence to clear them. Every roadblock you remove is a reason to stay.
2. Inconsistent Goals Forcing employees to choose between contradictory expectations -- faster service versus more thorough documentation, innovation versus risk avoidance -- produces stress without resolution. The remedy: write down your team's goals, audit them for contradictions, and resolve the conflicts before asking anyone to execute.
What this file has done since we first saw it
Hashed on every crawl. A supply-chain change to an agent config is a question of when, not whether, so the history is kept rather than the latest state alone.
- 6d ago First seen · 218 lines · 107 tokens per session scan A 8537ab072e6b
employee-engagement-retention is a skill published in the GitHub repository fatihguner/foreman (50 stars, last pushed 7d ago), licensed MIT. It adds 107 tokens to every session and 3,698 once invoked, about $0.0005 per session on Opus 5. A static security scan graded it A with 0 findings. No closer match exists in the catalogue, so it is treated as the original; first seen 2026-09-06.
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