Turnover Prevention Platform

Your best people won't threaten to leave. They'll just leave.

The signals exist before every resignation. Most companies just aren't set up to see them. Clover ERA surfaces what's invisible, so you can act before it's too late.

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1M+
Professionals reached this month
67
Days between decision and resignation
$5.4M
Annual turnover cost (250-employee company)

The resignation that "came out of nowhere" didn't.

Someone saw the signals. They just weren't set up to act on them.

She won Employee of the Year in January. Asked for a project lead role. Got told "not yet."

Three weeks later, she resigned.

Her CEO: "I had no idea she was unhappy."

She wasn't unhappy. She was done waiting for a conversation that kept getting delayed. The award cost $200. Replacing her cost $430,000.

This pattern shows up constantly. An employee raises a signal. Their manager hears something different. The gap grows in silence until resignation day.

"The best people don't threaten to leave. They just leave."

Stopped pushing back in meetings? Managers think they're "finally getting with the program." No longer volunteering for projects? "Must be busy." Questions about growth went quiet? "Settled into the role."

Every one of these signals looks positive on the surface. Every one of them can mean someone has mentally checked out and started taking recruiter calls.

Turnover costs 4x what you're tracking.

Most companies calculate recruiting fees and call it a day. That captures about 20% of the real number.

What you track
$150K
→
Actual cost
$265-530K
Per senior employee departure (SHRM methodology)

Where the real costs hide

Productivity loss before resignation $50-100K
Vacancy while backfilling $30-60K
New hire ramp to full productivity $60-120K
Institutional knowledge lost $25-50K
Ripple departures (1-2 followers) $100-200K
Total hidden cost $265-530K

Why the usual solutions don't work.

Companies invest heavily in initiatives that feel like action. Most of them are theater.

Open Door

Open Door Policies

Nobody walks through that door with bad news. The power dynamic doesn't disappear because you announced it.

Makes leaders feel accessible. Doesn't make employees feel safe.
Exit Interviews

Exit Interviews

By the time you're conducting one, you're doing an autopsy. The patient is already gone.

"Better opportunity" ends the conversation without burning bridges.
Annual Surveys

Annual Surveys

Once a year, you ask how people feel. Six weeks later, results arrive. Two months after that, maybe something changes.

Measures symptoms on a timeline disconnected from reality.

What actually works.

Reducing turnover isn't about grand gestures. It's about daily micro-actions that surface problems before they become resignations.

1

See the signals

The CLOVER Framework tracks six elements that predict engagement. When they're present, people stay. When they're absent, people leave. You'll know which is happening.

2

Equip the managers

Managers control 70% of engagement variance. We give them the visibility and tools to act on what they see, before silence becomes resignation.

3

Fix before it breaks

Daily micro-actions replace annual surveys. Small interventions prevent big departures. You stop the bleeding before you need the autopsy.

Here's where we start.

For Executives
"What's turnover actually costing us?"

15-minute Turnover Analysis. Your real number. I'll show you what you're missing and what it means for the business.

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No pitch. Just math.

For Managers
"AI won't take your job. It'll take your team."

Your role just changed. Your team noticed. A 60-minute roundtable for managers navigating the shift. 8 people. Real conversation.

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No pitch. Just peers.