THE TURNOVER PREVENTION COMPANY

We've Watched $5.4 Million Walk Out the Door.
Then We Built the Thing That Stops It.

Three transformation veterans. Sixty years of watching good people leave for preventable reasons. One platform that finally does something about it.

60+
Years Combined Experience
22%
Average Turnover Reduction
WHY WE BUILT THIS

We Kept Watching the Same Movie

The director always looked surprised. "I had no idea she was unhappy." Meanwhile, the employee had been updating her LinkedIn for three months. Dropped hints in one-on-ones that went unnoticed. Finally accepted an offer from a competitor who asked one question her manager never did.

We saw this movie a hundred times across three decades of transformation work. Good managers. Good employees. Terrible visibility. By the time anyone noticed the problem, the resignation letter was already written.

Annual engagement surveys didn't catch it. They measured sentiment six months too late. Exit interviews didn't prevent it. They documented failures after the fact. Managers weren't bad. They were blind.

So we built the thing we wished existed: a system that shows managers who's drifting before they drift too far. Not surveillance. Not tracking. Just visibility into the moments that matter, delivered early enough to do something about them.

How many people on your team right now are three months into a job search you don't know about?
THE FOUNDERS

Three People Who Got Tired of Watching Preventable Departures

We spent decades helping companies transform. We kept seeing the same problem nobody was solving.

Clive Hays - Co-Founder of Clover ERA

CLIVE HAYS

Co-Founder

The pattern repeated for twenty years. A company would invest millions in transformation. Strategy was solid. Execution plan was tight. Then their best people would leave mid-project, and the whole thing would stall.

Clive spent two decades guiding global organizations through culture shifts, operational turnarounds, and leadership reinventions. He co-authored "The Trillion Dollar Problem," documenting the hidden costs of employee turnover that most executives never calculate.

The insight that led to Clover ERA came from watching a Fortune 500 client lose their top program manager to a competitor. Her director had no idea she was looking. Neither did HR. The signals were there for months. Nobody was watching.

Now Clive builds the systems that make those signals visible before it's too late.

Neil Hays - Co-Founder of Clover ERA

NEIL HAYS

Co-Founder

Neil spent twenty years in the trenches of Fortune 500 supply-chain and engineering transformations. The work was technical. Lean operations. Process optimization. Flow metrics. Numbers he could measure and improve.

People were harder. The best operators would leave for reasons that seemed invisible until the exit interview. Then it was obvious. Stalled promotions. Managers too busy to notice frustration building. Growth paths that dead-ended without warning.

He started asking a different question: what if managers could see these patterns forming, not just document them after the fact? What if the data existed to prevent departures instead of just explaining them?

That question became Clover ERA.

Chad Williams - Co-Founder of Clover ERA

CHAD WILLIAMS

Co-Founder

The manufacturing plant had just lost its third shift supervisor in eight months. Each one cited "better opportunities." Each one had shown warning signs their managers missed. Chad watched the pattern and realized something uncomfortable.

The problem wasn't bad management. It was impossible management. Nobody could track the subtle signals across a workforce of hundreds. The information existed. It just never surfaced until someone was already gone.

Chad spent twenty years leading global manufacturing, energy, and tech organizations through complex culture shifts. He kept coming back to the same gap: the space between what managers could see and what they needed to see.

Clover ERA closes that gap.

OUR CONVICTIONS

The Ideas That Shape How We Build

Managers Aren't the Problem

Most turnover isn't caused by bad managers. It's caused by busy managers who can't see what they need to see. Give them visibility and they'll act on it. Blame them for blindness and nothing changes.

Surveys Measure the Past

Annual engagement surveys tell you what people felt six months ago. By the time you read the results, the damage is done. We believe in real-time signals, not historical reports.

Small Actions Beat Big Programs

Culture doesn't change in quarterly initiatives. It changes in daily moments. A five-minute conversation this week prevents a resignation letter next quarter. We built for micro-actions, not macro-programs.

Prevention Beats Replacement

Replacing an employee costs $50,000 to $200,000. Preventing their departure costs a fraction of that. The math is simple. The hard part is seeing the problem early enough to do something about it.

How Much Did Your Last Preventable Departure Actually Cost?

Most companies calculate the obvious costs. Recruiting fees. Training time. The real number is usually four times higher. We can show you exactly where you're bleeding.

SCHEDULE TURNOVER ANALYSIS SEE HOW IT WORKS