Two weeks to surface. Every time.

The Assumption

A large private school in the United Kingdom with 300 staff members believed their people were well supported. They ran professional development sessions at the end of each academic term. The schedule existed. The investment was there. Leadership assumed it was working.

What CLOVER Surfaced

Within two weeks of launching Clover ERA, the dashboard flagged Learning as the dimension that needed the most attention. In an organisation that exists to teach, the staff themselves had no meaningful path to develop their own skills.

The Learning dimension scored 29%. The lowest in the school.

Communication surfaced alongside it, which is common. When people don't feel they're growing, they also stop talking about it.

The termly development sessions were the problem, not the solution. Staff were arriving with no preparation, no direction, and no sense that the sessions would lead anywhere.

What Changed

Leadership didn't hire consultants. They didn't buy another platform. They made one structural change: 30 minutes per week allocated for every staff member to focus on something they wanted to improve. Self-directed. Personal.

Those 30 minutes became preparation for the termly sessions. Staff arrived with content, questions, and context. The sessions that had been dismissed as useless became the most valuable days on the calendar.

What This Proves

1. CLOVER surfaces blind spots leadership didn't know existed, even in areas they assumed were strengths.
2. The most effective interventions are often structural and cost nothing. They just need the right data to trigger them.
3. Two weeks from launch to insight. Three months from insight to measurable transformation.

The Problem

A technology division inside a Fortune 500 insurance company was losing developers faster than they could replace them. Turnover was running at 25%. In a market where every technology company is competing for the same talent, this division was bleeding experience, institutional knowledge, and project continuity.

The VP of the division brought in Clover ERA because the traditional retention playbook wasn't working. They needed to understand why people were leaving before the next resignation landed.

What CLOVER Surfaced

Within two weeks, three dimensions flagged across the division.

Communication scored 28%. Developers didn't understand why they were doing the work they were doing. Not how. Why. They felt like they were building in the dark.

Enablement scored 31%. The tools they were using every day were a source of frustration, not support. The things that were supposed to help them do their jobs were getting in the way.

Reflection scored 34%. Teams weren't spending time thinking about how things were going. Problems that seem obvious in hindsight had never been surfaced because nobody had created the space to identify them.

What Changed

No consultants. No restructure. Managers started using the bi-weekly CLOVER reports to drive specific actions with their teams.

Communication actions focused on connecting daily work to the larger mission. Not more meetings. More context in the meetings that already existed.

Enablement actions surfaced specific tool frustrations to leadership, who could now see the pattern across teams instead of hearing isolated complaints.

Reflection was the simplest fix. The daily CLOVER check-in itself became the 30-second reflection point that hadn't existed before.

Every two weeks, managers received updated reports. Every two weeks, they acted. The cycle compounded.

What This Proves

1. CLOVER surfaces the real problems in two weeks, even when leadership believes they already understand what's happening.
2. Manager-led action driven by bi-weekly reports compounds into measurable retention improvement without consultants, restructures, or additional platforms.
3. In a competitive technology talent market, a 40% reduction in developer turnover delivered a 22:1 return on a $45,000 investment in six months.

The Problem

A team of eight people responsible for operations in a healthcare environment was struggling with team dynamics. They couldn't find a cohesive way of working together. Productivity was suffering. Communication had broken down. The team lead knew something was wrong but couldn't pinpoint what.

They brought in Clive Hays for direct one-on-one coaching with each team member. Alongside the coaching, Clover ERA was implemented to provide immediate visibility into what was happening across the team and to guide the ongoing work once the coaching engagement ended.

What CLOVER Surfaced

Within two weeks, the system flagged four dimensions.

Communication scored 31%. The team wasn't communicating effectively. Information wasn't flowing. People weren't clear on what others were working on or why decisions were being made.

Reflection scored 34%. Nobody was stepping back to assess how things were going. Problems that were obvious to everyone individually had never been surfaced collectively.

Opportunity scored 43%. People couldn't see a path forward. In a small team within a large healthcare organization, career progression felt invisible.

Vulnerability scored 52%. People weren't being honest with each other. The psychological safety needed for real collaboration wasn't there.

What Changed

This was a hybrid engagement. Direct one-on-one coaching with each team member combined with Clover ERA providing the data, the actions, and the ongoing measurement.

The bi-weekly CLOVER reports guided the coaching conversations. The Action Hub gave the team lead and the team specific steps to implement between sessions. The coaching brought depth and accountability. The platform brought visibility and continuity.

Every two weeks, the scores updated. Every two weeks, the team could see their own progress. The combination of human coaching and system-driven actions created a feedback loop that accelerated the transformation.

Why the Hybrid Model Works

1. CLOVER provides the diagnosis. In two weeks, the system surfaced four specific dimensions that needed work. Without the data, coaching relies on observation alone.
2. Coaching provides the depth. One-on-one conversations bring accountability, nuance, and trust that a platform cannot replicate.
3. Together, they compound. The platform guides the coaching. The coaching activates the platform's recommendations. The team sees their own scores improving in real time, which builds momentum and belief.

What This Proves For Teams of Any Size

1. CLOVER works at the smallest scale. Eight people. One team. The same system that serves 350 people in a Fortune 500 division works for a single team in healthcare.
2. The hybrid approach of coaching plus platform creates the fastest transformation. 46% to 76% in 10 weeks.
3. When results are visible, expansion is organic. Upper management didn't need to be sold. They saw the change and asked for it.