The simple daily system that gives managers early warning signals—before employees start interviewing elsewhere.
Your best people are quitting. Not because of salary. Because their manager didn't know they were struggling until the exit interview.
Three simple steps. Daily signals. Early interventions. Prevented departures.
Employees answer one question daily (30 seconds). Completely anonymous. Instead of hiding problems, they surface them because there's no fear of retaliation. Honest feedback reveals what's actually happening.
The system identifies concerning patterns (burnout, workload stress, manager issues). Managers get weekly reports with specific problems affecting their team—without knowing who said what. Anonymous system means no witch hunts.
Managers take small actions (redistribute work, have a conversation, adjust priorities). Problems get solved before they become resignations. Average client prevents 13 departures in first 90 days.
"The anonymity is what makes this work. My team answers honestly because there's no fear. And I get the insights I need without creating a surveillance state."
— Director of Engineering, 180-person tech company
Real teams. Real problems. Real savings.
Day 1-7: Daily check-ins show Sarah's team reporting high stress levels around workload.
Day 8: Manager sees weekly report flagging burnout risk. Takes action: redistributes two projects, cancels one non-critical meeting.
Day 30: Stress levels normalize. Sarah (who was updating her resume) stays.
Replacement cost avoided: $180,000
Week 1: Engineering team shows communication breakdown patterns across multiple daily check-ins.
Week 2: Manager creates weekly sync meetings and clarifies project ownership.
Week 8: 3 engineers who were actively interviewing elsewhere all stay.
Combined savings: $540,000
Week 1-2: System flags that multiple team members feel stuck in their roles (Opportunity dimension).
Week 3: Manager creates career development conversations and identifies internal mobility opportunities.
90 Days: 2 employees promoted internally instead of leaving for external opportunities.
Savings: $240,000 + retained institutional knowledge
These are the six things that cause people to quit when they break down. We track all six. When any of them spike, managers get alerted.
When communication fails → people feel unheard → they leave. We track daily signals of communication quality. When it drops, managers know immediately.
When learning stops → people feel stuck → they leave. We identify when employees feel their growth has plateaued, triggering development conversations.
When opportunities disappear → people feel blocked → they leave. We surface when employees see no path forward, enabling proactive career discussions.
When psychological safety erodes → people feel unsafe → they leave. We measure trust levels daily, alerting to toxic team dynamics before they explode.
When tools/resources fail → people feel frustrated → they leave. We identify when teams lack what they need to succeed, enabling rapid problem-solving.
When there's no time to reflect → people burn out → they leave. We detect early burnout signals weeks before traditional surveys would catch them.
Most companies have no idea how much money walks out the door every year.
With a 22% reduction, you'd save: $1,485,000 annually
Want to see exactly where you're losing people and how to stop it?
Schedule Your Free Turnover AnalysisSchedule a 15-minute Turnover Analysis. We'll show you:
No pitch. No pressure. Just data about your specific turnover problem.
Questions? Call (212) 918-4448 or email our team