We're going to be honest with you.
Clover ERA is in early deployment. We have organizations running the system, managers using the daily tools, and leaders accessing real-time dashboards. What we don't have yet is three years of longitudinal turnover data proving ROI.
We could have made up case studies. Anonymized "examples" with impressive numbers that nobody could verify. We chose not to.
Instead, here's what we actually have: feedback from real users telling us what's changing in how they manage, how they understand their teams, and what they're seeing that they couldn't see before.
The science connecting these mechanisms to retention is solid. Manager behavior drives 70% of engagement variance. Daily signals beat annual surveys. The 67-day window is where turnover decisions happen. The research is clear on what prevents turnover.
What these early adopters are telling us: the system is creating exactly those conditions.
Who's Using Clover ERA
Organizations across industries and sizes are running Clover ERA. Here are examples of the types of companies implementing the system:
| Organization Type | Size | Implementation Focus |
|---|---|---|
| Boutique Consultancy | 150 employees | Manager enablement, team-level insights |
| Educational Institution | 330 employees | Organization-wide CLOVER assessment, action tracking |
| Fintech Firm | 500 employees | Leadership visibility, cross-team comparison |
| Engineering R&D | 200 employees | Daily micro-actions, manager reporting |
These aren't logos on a slide. They're real organizations actively using the system, generating data, and providing feedback on what's working.
What Managers Are Saying
The CLOVER Framework only works if managers use it. The most encouraging feedback is coming from managers who've integrated the system into their daily workflow.
On Actionable Data
"The ability to enable managers with real-time actionable data and then provide them with the small incremental actions to take care of things was a game changer."
— Manager, Early Adopter Organization
On the Bi-Weekly Reports
"The report I receive every two weeks with key insights and actions is a game changer for me. I now know what I need to act on and what to do exactly."
— Manager, Early Adopter Organization
Annual surveys tell you what happened. Bi-weekly reports tell you what's happening and what to do about it. The cadence matches how the brain actually processes engagement: in days and weeks, not quarters and years.
On the Action Hub
"The Action Hub is a game changer. I know what to do, when, and can track the results."
— Team Lead, Early Adopter Organization
The gap between "I should have more career conversations" and actually having them is where most management intentions die. The Action Hub closes that gap by making the next action specific, scheduled, and trackable.
On Finally Having a Plan
"I have this KPI called 'Employee Happiness.' I have never known what to do about it. Now I have data and a plan and a way to track it. Hooray!"
— Mid-Level Manager, Early Adopter Organization
This quote captures something we hear repeatedly. Managers are measured on engagement and retention but given no tools to influence either. They're accountable for outcomes they can't control. The system gives them control.
What Leaders Are Saying
Executives need different things than managers. They need visibility across teams, patterns they couldn't see before, and confidence that managers are taking action.
On Organization-Wide Visibility
"Understanding what the overall situation across the six CLOVER elements is, not only for the organization, but also having the ability to drill down by team and see what each manager is doing in the Action Hub to improve their environments, gives me a level of insight and confidence I never had before."
— CEO, Early Adopter Organization
Most executives know engagement varies by team. They can't see why it varies or what each manager is doing about it. The drill-down capability connects organization-level metrics to manager-level actions.
On Unexpected Insights
"The irony was that my staff felt that they were most compromised in the area of learning opportunities for themselves. I could not have predicted that."
— COO, Educational Institution
This is the insight that prevents the 67-day window from opening. At an educational institution, leadership assumed learning opportunities were abundant. Staff saw it differently. Without the CLOVER assessment, that gap would have stayed invisible until people started leaving.
The L in CLOVER is Learning. When employees score it low, they're telling you they feel stagnant. Stagnation triggers the decision to look elsewhere.
What Team Members Are Saying
The system isn't just for managers and executives. Team members interact with it daily through reflection prompts and micro-actions.
On Daily Reflection
"Many team members and managers have reported back that just taking that 30 seconds every day to reflect on the day is something that they never did before and find hugely useful."
— Aggregate Feedback, Multiple Organizations
Thirty seconds. That's the investment. The return is awareness of how work actually feels, tracked over time. When someone's daily reflection scores start dropping, that's an early signal. Earlier than any survey could catch.
On Micro-Actions
"Users of the app really enjoy the micro-actions provided each day — a little reminder and nudge of what to do and where to go."
— Aggregate Feedback, Multiple Organizations
The CLOVER Framework breaks down into daily behaviors. Communication isn't a quarterly initiative; it's a daily practice. The micro-actions make those practices specific: "Send a quick check-in message to someone who seemed off in yesterday's meeting." "Acknowledge one person's contribution publicly today."
Small actions, compounded daily, create the neurochemical environment where people stay.
The Mechanisms That Matter
We don't have turnover reduction percentages yet. Here's what we do have: evidence that the mechanisms research says prevent turnover are activating in these organizations.
Mechanism 1: Managers Know What to Do
Research shows that manager behavior is the primary driver of retention. But most managers aren't trained in retention behaviors and receive no feedback on whether they're doing them.
Early adopter feedback shows managers moving from "I don't know what to do about retention" to "I know exactly what to do this week." That's the mechanism activating.
Mechanism 2: Signals Are Continuous, Not Annual
Research shows that engagement fluctuates daily and that annual surveys miss the 67-day window entirely.
Early adopter feedback shows bi-weekly reports and daily reflections creating continuous visibility. Leaders are seeing patterns in weeks, not quarters. That's the mechanism activating.
Mechanism 3: Insights Surface Before Decisions
Research shows that employees decide to leave long before they resign, and rarely tell their managers why.
Early adopter feedback shows unexpected insights surfacing (like the educational institution's learning gap) that would have stayed hidden until exit interviews. That's the mechanism activating.
Mechanism 4: Actions Are Tracked and Accountable
Research shows that management intentions rarely translate into consistent behavior without systems and accountability.
Early adopter feedback shows the Action Hub creating exactly that accountability. Managers aren't just planning to have career conversations; they're scheduling them, having them, and tracking results. That's the mechanism activating.
What Comes Next
We'll update this page as that data becomes available. For now, we're sharing what we have: real feedback from real users showing that the system is doing what the science says should prevent turnover.
If that's enough evidence to warrant a conversation, we'd like to have one.
See If Clover ERA Fits Your Situation
We're not for everyone. We work best with organizations that:
- Have 150-1,000 employees (large enough for patterns, small enough for impact)
- Take retention seriously as a business problem, not just an HR metric
- Are willing to invest in manager enablement, not just manager training
- Want leading indicators, not just annual surveys
In a 15-minute Turnover Analysis call, we'll discuss:
- Whether your turnover patterns match what Clover ERA addresses
- What early implementation would look like for your organization
- What results we're seeing from comparable organizations
Honest conversation. No pressure. If we're not the right fit, we'll tell you.
Schedule Your Free Turnover Analysis
15 minutes. No pitch. Just an honest conversation about your turnover challenges.
Schedule Your Free Turnover AnalysisFeedback quotes are from actual users of Clover ERA. Organization names withheld to protect confidentiality. Results and experiences may vary.
This is the core shift. Most managers know retention matters. Most managers don't know what to do about it on any given Tuesday afternoon. The system translates engagement signals into specific actions.