When Workplace Belonging drops, people leave or check out — usually months before they resign. Clover ERA gives managers visibility into their team's Belonging Score and the actions to improve it. Turnover drops. Productivity rises.
15 minutes. You'll see which teams are at risk, what it's actually costing you, and the one signal you're probably missing right now.
Someone on your team may have already decided to leave. The question is whether you'll see it in time.
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."
This is what happens when Workplace Belonging breaks down. The signals were there. Nobody was measuring them.
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.
Our clients' names stay confidential. Their results don't.
Most companies calculate recruiting fees and call it a day. That captures about 20% of the real number.
Want to see your real number?
Schedule Your Free Turnover AnalysisCompanies invest heavily in initiatives that feel like action. Most of them are theater.
Nobody walks through that door with bad news. The power dynamic doesn't disappear because you announced it.
By the time you're conducting one, you're doing an autopsy. The patient is already gone.
Once a year, you ask how people feel. Six weeks later, results arrive. Two months after that, maybe something changes.
Reducing turnover isn't about grand gestures. It's about daily micro-actions that surface problems before they become resignations.
We measure your team's Belonging Score across six dimensions that predict whether people stay or leave. You'll see which teams have strong Belonging and which are at risk.
Managers control 70% of whether people stay or leave, but most fly blind. We give them visibility into their team's Belonging Score and specific actions to take.
Daily signals replace annual surveys. Small actions prevent big departures. By the time most companies notice a problem, we've already helped you fix it.
A Turnover Analysis isn't a sales call. It's a diagnostic.
Not the number in your budget. The actual number hitting your P&L.
Based on patterns we've seen across hundreds of companies.
One specific thing to look for on your team this week.
15 minutes. No pitch. You'll leave with numbers and a specific action.
Your analysis will be with Clive Hays, who's spent 20 years studying why people leave companies before anyone sees it coming. More about us →
The average gap between deciding to leave and resigning is 67+ days. That window is either your opportunity to act or your countdown to a $200K+ loss.
Whether you're running the company or running a team, we've got an entry point.
15-minute Turnover Analysis. We'll show you which teams are at risk, what it's actually costing you, and the one signal you're probably missing.
Schedule Your Free Turnover AnalysisThe resignation you don't see coming is already in progress.
5-minute Belonging Score Assessment. See where your team stands and get one specific action you can take this week.
See Your Belonging ScoreFree. Uncomfortably accurate.