Clover ERA Sales Portal

💼 Your Value as a Clover ERA Partner

You're not just reselling software. You're transforming how your clients' organizations engage their people. Here's what that means for your practice and your revenue.

Transform Your Client Relationships

❌ Before Clover ERA

👉 One-time consulting projects
👉 No recurring revenue
👉 Limited engagement visibility
👉 Transactional client relationships
👉 Hard to prove long-term value

✅ After Clover ERA

👉 Ongoing strategic advisor role
👉 20% recurring commission monthly
👉 Real-time engagement data to guide advice
👉 Trusted partner with measurable impact
👉 Platform proves your value every day

💰 Commission Structure

💵

20%

Recurring Monthly

Earn 20% of every subscription payment as long as your client stays active. Predictable, growing income.

📈

15%

Expansion Revenue

15% commission on all expansion deals (additional managers, new departments). Rewarding growth you help drive.

💡 Real Revenue Example

Scenario: You close a client with 10 managers at $295/month per manager = $2,950/month subscription

Month 1: $649 recurring (22% of $2,950)
Monthly recurring: $649 every month as long as they stay
Year 1 total: ($649 × 12) = $7,788
After 3 years: $23,364 from one client (excluding expansions)

✨ Close 5 clients like this = $38,940 in Year 1 alone

🎯 Why This Partnership Model Works

You're a Strategic Advisor, Not a Vendor

The platform gives you real-time insights into your clients' engagement challenges. You guide strategy, not just sell software.

Clients See Value Immediately

First insights within 7 days. Managers take action in week one. Your clients thank you, not question the investment.

Natural Expansion Opportunities

Start with 3 managers. They see results, tell peers. Department adopts platform. You earn expansion commissions without heavy lifting.

🎯 Prospect Qualification: Who to Pursue (And Who to Avoid)

Not every organization is the right fit. Focus your energy on prospects who will see massive value and become long-term clients.

✅ Perfect Fit Prospects

Company Profile

Size: 150-500 employees (or departments within larger orgs)
Industries: IT services, SaaS, tech, cybersecurity, professional services
Structure: Multiple managers leading 10-20 person teams
Budget authority: HR Director, COO, or Department Head with spending power
Growth stage: Scaling rapidly or recently scaled

Decision Maker Profile

Frustrated with current engagement tools (or lack thereof)
Aware of recent turnover or burnout issues
Progressive leadership style (data-driven, open to innovation)
Empowers managers to make decisions
Looking for solutions, not just diagnostics

Timing Signals

Recent unexpected resignations (especially high performers)
Post-merger integration challenges
New HR/People Ops leadership looking to make impact
Just completed annual survey with disappointing results
Experiencing rapid team expansion

❌ Prospects to Avoid

Company Characteristics

Under 100 employees (unless high-value, high-growth startup)
Highly seasonal workforce (retail, hospitality with high churn by design)
Flat org structure with no middle managers
Organizations in cost-cutting mode vs. growth mode
Industries with inherently high turnover (fast food, call centers)

Red Flags in Conversations

"We don't believe in engagement surveys" (closed mindset)
"Our culture is perfect" (denial or arrogance)
Micromanaging leadership with no manager autonomy
6+ month procurement cycles with no pilot option
Looking for the cheapest option, not the best solution

Wrong Timing

In the middle of major restructuring or layoffs
Just signed with a competitor (Culture Amp, Lattice) 3 months ago
"Exploring options" with no budget allocated
Key decision maker leaving in next 30 days
Frozen hiring/spending environment

❓ Five Questions to Ask on the First Call

These questions quickly reveal if you're talking to a qualified prospect. Listen for pain, urgency, and decision-making authority.

1. "How do your managers currently track their team's engagement?"

What you're listening for: Do they have anything? If it's just annual surveys, that's a gap. If it's "nothing," that's pain.

Good answer: "Honestly, they don't. We do an annual survey, but managers don't get team-specific insights."

2. "When someone unexpectedly resigns, do you usually see it coming?"

What you're listening for: Are they surprised by turnover? That's our predictive analytics solving a real problem.

Good answer: "No, it's always a shock. We had our top engineer quit last month with zero warning."

3. "What does turnover cost your organization per employee?"

What you're listening for: Do they know the cost? If yes, they understand ROI. If no, you get to educate them (1.5x salary).

Good answer: "I've heard it's around $100K per person, but honestly, I'm not sure of the exact number."

4. "If you could give your managers one superpower, what would it be?"

What you're listening for: This reveals their pain. If they say "knowing what their team is thinking" or "preventing burnout," you're golden.

Good answer: "The ability to know when someone is struggling before they quit or burn out."

5. "If this solves your engagement challenges, how quickly could you move forward?"

What you're listening for: Timeline and urgency. "Immediately" or "Within 30 days" = qualified. "Maybe next year" = nurture, don't chase.

Good answer: "If we see the value in a pilot, we could roll it out within the month."

💡 Pro Tip: If you get 4-5 "good answers" to these questions, you're talking to a qualified prospect. Move to demo immediately. If you get 0-2 good answers, politely nurture for later or disqualify.

🚀 Platform Overview

Clover ERA is an AI-powered employee engagement platform that uses neuroscience and predictive analytics to help organizations reduce burnout, prevent turnover, and improve employee wellbeing in real-time.

67%

Burnout Reduction

$4.2M

Average Annual Savings

6 Months

Turnover Prediction Window

7 Days

Time to First Results

🎯 Core Value Propositions

15 positioning cards to master every sales conversation. Use these to address specific objections, explain our category, and close deals faster.

The 70% Gap Nobody Talks About

Managers control 70% of employee engagement. They get 0% of the tools.

Annual surveys give HR data. Managers get nothing they can act on today. That's why engagement initiatives fail.

The First Manager Enablement Platform

Not another survey tool for HR. Clover ERA is a new category: platforms that put engagement command centers directly in managers' hands.

Your managers already know their teams are struggling. We give them what they need to fix it.

It's About Your Managers, Not Your Headcount

We're seeing uptake from 150-person tech companies and Fortune 500 departments alike. What they have in common: managers leading 10-20 person teams who need better tools.

Your IT department with 200 people has the same challenge as a standalone company with 200 people. Real managers. Real teams. Real turnover problems. Start where the pain is. Three managers. One department. Expand from there.

15 Seconds. Once a Day. That's It.

One simple question each morning. "Did you feel heard today?" or "Do you have what you need to succeed?"

Employees tap their answer. Anonymous. Takes less time than reading this card. No 40-question surveys creating fatigue and fake responses.

Your Own Team Dashboard, Finally

See your team's engagement across six dimensions. Real-time. Not company averages from six months ago.

When communication scores drop, you know Tuesday morning. The platform tells you exactly which worksheet to use. You fix it before anyone starts browsing LinkedIn.

One Prevented Resignation = 50x ROI

Each manager dashboard costs $3,540 annually. Preventing one resignation saves $150,000 in recruiting, training, and lost productivity.

Your managers just need to keep one person from quitting to deliver 50x return. Most prevent two or three.

365 Data Points vs. 1 Survey

Traditional surveys measure engagement once or twice a year. You learn about problems from March when it's already September.

Daily reflections give you 365 chances to catch issues early. Turnover doesn't happen in a day. Neither does fixing it.

Managers Don't Need More Workshops

Send managers to leadership training and they come back inspired. Then they have no tools to act on what they learned.

We give them both. The CLOVER framework teaches what drives engagement. The platform gives them daily data showing where their specific team needs help.

See Results in 7 Days, ROI in 30

Week 1: Implementation and onboarding
Week 2: First engagement patterns visible
Week 3: Managers take first interventions
Week 4: Measurable improvement in targeted areas

Most platforms take six months to show value. You don't have six months.

12 Beta Companies, Zero Dropouts

29% average turnover reduction. 23% burnout decrease. $4.2M average annual savings per client.

100% of beta clients continued after their trial. They saw the numbers. Their managers felt the difference.

Neuroscience Translated Into Tuesday Morning

The CLOVER Framework tracks six factors proven to affect brain chemistry: Communication, Learning, Opportunities, Vulnerability, Enablement, Reflection.

Each one maps to specific neurotransmitters. But you don't need a PhD. You just need to know which worksheet fixes low scores in each category.

3 Managers This Quarter, 15 Next Quarter

Typical customer starts with three progressive managers. They see results. They tell peers. You add five more managers the next month without a formal expansion sale.

This isn't top-down rollout. It's managers helping managers because the tool actually works for them.

Complementary, Not Competitive

Culture Amp gives your HR team company-wide trends and benchmarks. Keep using it.

Clover ERA gives Manager Sarah specific insights about her 12-person team and tells her what to do Wednesday afternoon. Different tools, different jobs.

From Hoping to Knowing

Before: Managers hope their team is engaged. Annual survey confirms they were wrong six months ago.

After: Managers know exactly which team members need attention, which CLOVER categories are struggling, and which specific actions to take today.

This is what giving managers tools instead of just training looks like.

15-Minute Manager Onboarding

Upload your roster. Map teams to managers. Set reflection frequency. Done.

Managers get a 15-minute dashboard walkthrough. Employees get a welcome email. First reflections go out next morning. No six-month implementation. No change management consultants. You're live by next week.

💬 Objection Library: Copy-Paste Responses

Handle the most common objections with confidence. Click any objection to expand and see what not to say, what to say, and why it works.

❓ "We can't afford another platform right now" ▼ Click to expand

❌ Don't Say:

"It's really affordable!" or "We can give you a discount" or "Let me talk to my manager about pricing."

✅ Say This:

"I completely understand budget concerns. Let's look at the math together. What does it cost when one of your employees leaves? Most organizations tell me around $100K-150K per person when you factor in recruiting, training, and lost productivity. Our platform costs $3,540 per manager annually. If we prevent just one resignation, you've achieved a 50x return on investment. The real question isn't whether you can afford Clover ERA—it's whether you can afford not to have it when your next top performer walks out the door."

Why this works: Reframes from cost to investment. Uses their own numbers. Makes doing nothing more expensive than buying.

❓ "Our managers are too busy for another tool" ▼ Click to expand

❌ Don't Say:

"It only takes 5 minutes a day!" or "It's really easy to use" or "They'll find time."

✅ Say This:

"Your managers are busy because they're firefighting engagement crises they didn't see coming. Clover ERA doesn't add to their workload—it reduces it. Instead of spending hours in exit interviews asking 'Why did Sarah leave?', they get a 30-second dashboard view showing which team members need attention this week. Instead of guessing which intervention to try, the platform tells them exactly which worksheet to use. We're not adding work—we're replacing reactive chaos with proactive clarity. The 15 minutes per week they invest saves them hours of crisis management."

Why this works: Acknowledges their reality. Positions platform as time-saver, not time-sink. Contrasts current chaos with future efficiency.

❓ "We already use Culture Amp/Lattice/15Five" ▼ Click to expand

❌ Don't Say:

"We're better than them" or "You should replace that" or "Those tools don't work."

✅ Say This:

"That's great—those are solid tools for HR teams. Here's the difference: Culture Amp gives your HR department company-wide trends and benchmarks. Keep using it for that. Clover ERA gives Manager Sarah specific insights about her 12-person team and tells her what to do Wednesday afternoon to prevent burnout in her top performer. Think of it this way: Culture Amp is the telescope showing the big picture. Clover ERA is the microscope showing cellular-level detail where managers can actually intervene. Most of our clients use both—they serve completely different purposes."

Why this works: Validates their current investment. Positions as complementary, not competitive. Uses telescope/microscope metaphor to clarify distinct value.

❓ "We tried engagement software before and it didn't work" ▼ Click to expand

❌ Don't Say:

"We're different" or "That was probably a bad tool" or "You should give us a try anyway."

✅ Say This:

"I'm not surprised. Let me guess—they gave you survey results and pretty dashboards, but no one knew what to do with the data, right? That's the gap we've solved. Most engagement platforms are diagnostic tools—they tell you what's broken. Clover ERA is a prescriptive platform—we tell managers exactly which action to take. When communication scores drop for Manager Sarah's team, she doesn't get a red flag and a shrug. She gets a notification saying 'Use Worksheet #23: Team Communication Reset' with a link to download it. We've closed the loop between insight and action. That's why 100% of our beta clients stayed—they saw actual behavior change, not just more data to analyze."

Why this works: Acknowledges their bad experience. Identifies the specific gap (insight vs. action). Demonstrates understanding of what went wrong and how we solve it differently.

❓ "We need to see results before committing" ▼ Click to expand

❌ Don't Say:

"You have to trust us" or "Everyone says that" or "Just sign up and you'll see."

✅ Say This:

"That's exactly why we offer a 30-day free pilot. Here's how it works: Start with 3 managers—your most progressive ones who are willing to try something new. We get them up and running in under an hour. Within 7 days, they'll see their first engagement patterns. By day 30, they'll have taken at least one intervention using our worksheet library. At the end of 30 days, you decide: Did this give your managers actionable intelligence they didn't have before? If yes, we expand. If no, we part as friends—no cost, no commitment. Fair enough?"

Why this works: Removes all risk with free pilot. Gives specific timeline and milestones. Makes the decision criteria clear and measurable. Ends with easy yes.

❓ "What about data privacy and security?" ▼ Click to expand

❌ Don't Say:

"Don't worry, it's secure" or "We follow best practices" or "We've never had a breach."

✅ Say This:

"Critical question—I'm glad you asked. First, all employee responses are 100% anonymous. Managers see team-level trends, never individual answers, so there's no way to identify who said what. Second, we're SOC 2 Type II compliant and GDPR ready, with enterprise-grade encryption both in transit and at rest. Third, you maintain full data ownership—we don't sell or share your data, ever. We can provide our security documentation to your IT team for review before the pilot starts. Most clients' security teams approve us in under 48 hours. What specific security standards does your organization require?"

Why this works: Addresses anonymity first (employee concern). Provides specific compliance credentials. Offers documentation. Invites their security team into conversation. Shows confidence.

❓ "Our culture is fine—we don't have an engagement problem" ▼ Click to expand

❌ Don't Say:

"You probably do and don't know it" or "Every company has engagement issues" or "How can you be sure?"

✅ Say This:

"That's fantastic—sounds like you've built something special. Here's the thing: even organizations with great cultures lose good people to burnout they didn't see coming. Our best clients aren't trying to fix a broken culture—they're trying to protect a great one. Think of Clover ERA as insurance for your top performers. It's the early warning system that tells you when your star engineer is at risk six months before they start browsing LinkedIn. The 30-day pilot is basically a health check. If everything truly is fine, you'll see green across the board and you've just validated what you already believed. If there are hidden risks—and most organizations find at least one or two—you've caught them before they cost you talent. Either way, you win. What's your current turnover rate?"

Why this works: Validates their belief in their culture. Reframes from "fixing problems" to "protecting assets." Positions as preventive vs. reactive. Ends with diagnostic question to uncover hidden pain.

💡 Objection Handling Master Tips

1. Never Argue

Validate their concern first. "I understand" or "That makes sense" disarms resistance.

2. Use Their Language

Mirror their words. If they say "talent retention," use "talent retention," not "reducing turnover."

3. Tell Stories

"One of our clients said the same thing..." builds credibility and relatability.

4. End With Action

Always close your response with a next step: demo, pilot, case study, or question.

📍 Situational Playbooks: Choose Your Scenario

Every prospect has different pain points. Don't use generic scripts—use the playbook that matches their situation. Each playbook provides a complete conversation framework from opening to close.

📖 How to use these playbooks: Click any playbook title to expand the full conversation framework. Each includes timing guidance, discovery questions, objection handling, and proven closes. Print or keep open during calls for reference.

Available Playbooks (Click for Details)

📍 Playbook A: Client Just Lost Key People

Use when: Recent departures, hiring posts, turnover explicitly mentioned
Key angle: "If you'd had this 6 months ago, you'd still have [Name]"
Close: Start with the department that just lost people—they're motivated

📍 Playbook B: Client Uses Annual Surveys

Use when: They mention Culture Amp, Lattice, quarterly surveys
Key angle: "Not a replacement—the missing layer. Annual physical vs. daily Fitbit"
Close: Find department where engagement was down in last survey, pilot there

📍 Playbook C: Client Knows They Have a Problem

Use when: "Engagement is low," "culture needs work," researching solutions
Key angle: "Managers flying blind—show them what dashboard reveals"
Close: Department struggling most does 30-day pilot to prove concept

📍 Playbook D: Fortune 500 Department Head

Use when: VP/Director in large company, departmental budget, can't get enterprise approval
Key angle: "Division-level tool, no corporate approval needed"
Close: Competitive advantage over other divisions, ask forgiveness not permission

📍 Playbook E: "We'll Build It Ourselves"

Use when: Tech companies with engineering resources, build vs. buy evaluation
Key angle: "$610K and 18 months vs. $35K and 1 week"
Close: 30-day trial while engineers scope requirements—they'll be relieved not to build

💡 Pro Tip: For the complete detailed scripts with word-for-word openings, discovery questions, mechanism explanations, objection handling, and closes for each playbook, refer to the Clover ERA Partner Sales Playbook Guide (available in your partner resources folder) or contact partner support for the full conversation frameworks.

📧 Email Templates: Copy, Customize, Send

Proven email templates for every stage of the sales cycle. Click any template to expand and see the full content, subject line, and personalization tips.

📨 Email 1: Initial Outreach (Warm Lead) ▼ Click to expand

When to use: Initial contact with qualified prospects who fit the profile

Subject Line:

Quick question about manager effectiveness at [Company]

Template:

[First Name],

I work with [industry] companies on [your specialty]. I'm reaching out because three of my clients recently asked me the same question: "How do we give our managers better tools to prevent turnover?"

Most manager training works temporarily. But without daily tools, managers go back to hoping their teams are okay until the next survey confirms they're not.

I've partnered with a platform that fills this gap—gives each manager their own team dashboard with daily insights and specific intervention recommendations. Beta companies averaged 29% turnover reduction.

Worth a 15-minute conversation? I can show you what three of your managers' dashboards would look like.

[Your name]
[Your title]
[Your contact]

Personalization Points:

Replace [industry] and [your specialty] with your actual focus
Add specific detail if you know their pain point
Reference mutual connection if applicable

📨 Email 2: Follow-Up After No Response ▼ Click to expand

When to use: One week after initial email with no response

Subject Line:

Re: Manager effectiveness at [Company]

[First Name],

Following up on my note last week about manager enablement tools.

Three data points that might be relevant:
• Your Glassdoor shows 67% of reviews mention "management"
• LinkedIn shows [X] open roles in the last 60 days
• Industry average turnover in [sector] is [X]%—yours is likely higher

15 minutes to show you what [Competitor's] managers see in their dashboards?

[3 specific time slots]

Best,
[Your name]

P.S. - If timing's not right, let me know when to circle back.

Personalization Points:

Actually check their Glassdoor and LinkedIn
Use real competitor if possible (creates curiosity)
Offer specific times (reduces friction)

📨 Email 3: Post-Demo Follow-Up ▼ Click to expand

When to use: Within 24 hours of demo meeting

Subject Line:

Next steps: [Company] + Clover ERA pilot

[First Name],

Based on our conversation, here's what I'm proposing:

30-Day Pilot:
• Start with [Department]'s 3 managers
• Their teams do 15-second daily reflections
• Managers get dashboards showing engagement across 6 dimensions
• I'll facilitate the first two weekly reviews with managers
• We measure before/after on turnover risk and engagement scores

Investment: $750/month for pilot period (3 managers)

Timeline:
• Week of [date]: Setup (15 minutes)
• Weeks 1-4: Daily reflections + weekly reviews
• Day 30: Results review and expansion decision

If those 3 managers see measurable improvement, we expand. If not, no further commitment.

Thoughts?

[Your name]

Personalization Points:

Reference specific department discussed
Use their exact pain points from the demo
Adjust pricing if discussed different tier

Additional Email Templates Available

📧 Email 4: Addressing Budget Objection - ROI calculator showing turnover costs vs. platform investment

📧 Email 5: Re-engagement (Prospect Went Dark) - "Did you solve [problem] or did it get backburnered?"

📧 Email 6: Executive Introduction - When middle manager needs executive buy-in

📧 Email 7: Expansion Proposal - After successful pilot with before/after metrics

Note: Full templates for emails 4-7 available in the Partner Sales Kit or contact partner support.

📋 First Call Checklist: Never Miss Critical Steps

Use this checklist before, during, and after every first call to ensure you gather critical information and qualify properly.

📝 BEFORE THE CALL

Research company on LinkedIn (recent departures?) Check Glassdoor reviews (turnover mentioned in reviews?) Review their website career page (lots of open roles?) Identify 3 potential managers to target for pilot Prepare custom ROI calculation for their industry Pull up competitor intel if they mention existing tools Have calendar ready for scheduling next step

💼 DURING DISCOVERY (Target: 15 Minutes)

"How many people managers do you have?" (Need 5+ for good fit) "What's your current annual turnover rate?" (Quantify pain) "When did you last measure engagement?" (Understand baseline) "What tools do your managers have today?" (Establish gap) "Who else needs to be involved in this decision?" (Map buying committee) "What's driving this conversation right now?" (Urgent pain vs. curiosity)

⚠️ RED FLAGS TO WATCH FOR

Can't articulate clear problem (not qualified yet)
Says "just exploring" with no urgency (will waste time)
Needs 3+ levels of approval (long sales cycle)
Under 50 employees (no management layer)
Major transition underway (bad timing)

✅ GREEN LIGHTS TO PURSUE

Recently lost 2-3 key people (acute pain)
Director+ with budget authority (can decide)
Willing to pilot in one department (reasonable approach)
Frustrated with current survey approach (clear gap)
Cares about manager effectiveness (right mindset)

📧 AFTER THE CALL

Send follow-up email within 2 hours (while fresh) Share relevant case study based on their situation Propose specific next step (demo to specific managers, not vague "let's talk") Register deal in partner portal if qualified Set reminder for follow-up if no response in 3 days

🎯 CALL SUCCESS CRITERIA

You had a successful call if you can answer YES to these:

☐ I know their annual turnover rate

☐ I know which department has the worst retention

☐ I know who makes the buying decision

☐ I have a clear next step scheduled

☐ I know their timeline for solving this

⚠️ If you can't answer YES to all five, you need another discovery call before demoing.

⚔️ Competitive Battle Cards: Know How to Win

When prospects mention competitors or existing tools, use these battle cards to position Clover ERA correctly. Never attack competitors—show how we complement or serve a different purpose.

⚔️ VS. CULTURE AMP ▼ Click to expand

Your Positioning Response:

"Perfect. Keep Culture Amp—it's excellent for what it does. Culture Amp = Annual physical exam for the company. Shows you have a problem ('engagement down 12%'). Clover ERA = Daily fitness tracker for managers. Shows which team members are disengaging and what to do about it. Most clients use both. Culture Amp for strategic HR insights, Clover ERA for tactical manager enablement. The gap: Your managers control 70% of engagement but get nothing actionable between annual surveys. We fill that gap."

What Culture Amp Does:

Annual/quarterly company-wide surveys
Executive dashboards, org trends
Industry benchmarking
Great for: Strategic planning, board reporting

What Culture Amp Doesn't Do:

Give managers daily team insights
Provide specific intervention recommendations
Offer actionable worksheets
Enable managers to act between surveys

✅ When We Win:

Managers need daily tools, not annual reports
HR wants to empower managers
Frustrated with 12-month cycles
Want prevention, not just measurement

❌ When We Lose:

Only want company-wide benchmarking
HR wants control over all engagement data
Satisfied with annual cycle
No budget for manager tools

Quick Competitive Reference

VS. 15FIVE - "Performance ≠ Engagement"

They do: Weekly check-ins, OKRs, 1-on-1s (performance management)
We do: Anonymous team engagement monitoring (team health)
Say: "15Five tells you if Sarah hit her goals. We tell you if Sarah's about to quit because team enablement is dropping."

VS. LATTICE - "Performance Scores Don't Predict Retention"

They do: Performance reviews, 360 feedback, quarterly surveys
We do: Daily engagement monitoring with intervention frameworks
Say: "Employee has great Lattice reviews, hits all goals, then resigns. Why? Performance ≠ engagement."

VS. WORKDAY PEAKON - "HR Analytics vs. Manager Action"

They do: HR-driven analytics, org heat maps, AI for HR teams
We do: Manager-driven action, specific worksheets for teams
Say: "Peakon tells HR 'Engineering has low engagement.' We tell Engineering manager 'Here's worksheet L7 to run Friday.'"

VS. "WE'LL BUILD IT" - "$750K/30 months vs. $35K/1 week"

Reality: Neuroscience research (6mo), CLOVER framework (4mo), 105+ worksheets (6mo), platform dev (18mo), validation (6mo)
Total: $750K-$1M + 24-30 months + unvalidated framework
Say: "During build period, you'll lose [X] more people. Do your engineers want to build engagement platforms or your product?"

VS. ANNUAL SURVEYS - "12-Month Blind Spot"

Their approach: March survey shows problems, results in May, people left in April
Our approach: Manager sees scores drop Tuesday, runs intervention Friday, scores improve next week
Say: "Annual surveys answer 'How engaged were people 6 months ago?' Not useful. We answer 'Who's disengaging right now?'"

📊 ROI Calculator & Partner Tools

Help prospects understand their specific ROI and calculate your commission potential.

💰 Client ROI Calculator

Interactive calculator showing prospects their specific ROI based on turnover rate, employee count, and average salary. Shows break-even point (usually 1-2 prevented resignations) and projected annual savings.

🔗 Open ROI Calculator →

Share your screen during calls or send link to prospects for self-service calculation

Quick ROI Reference Table

Company Size	Managers	Annual Cost	Break Even	Typical Savings
100 employees	7 managers	$24,780	1-2 people	$280K-$420K
250 employees	17 managers	$60,180	2-3 people	$700K-$1.05M
500 employees	33 managers	$116,820	3-4 people	$1.4M-$2.1M

*Based on $150K average replacement cost and 29% turnover reduction (beta average)

💵 Your Commission Potential

Initial Sale

22% average recurring commission
Paid monthly as long as client stays
Commission continues for lifetime of account

Expansion Revenue

22% commission on added managers
Most clients expand 40-60% in 6 months
Viral adoption drives growth

Example: 10 Managers

Monthly: $649 recurring
Year 1 total: $7,788
Year 3 cumulative: $23,364

💡 Close 5 clients averaging 10 managers each = $38,940 in Year 1 recurring revenue

📥 Download Center: Sales Resources

Everything you need to sell effectively. Download, customize with client details, and use in your sales process.

📄 ONE-PAGERS (PDF)

These are designed to be printed or emailed as leave-behinds.

📄 Executive Brief

1-page for C-suite covering the 70% problem, how Clover ERA works, ROI snapshot, and beta results.

Use when: Meeting with CEO, CFO, or Board member

📥 Download PDF

📄 CHRO Briefing

Focused on turnover prevention, manager training gaps, and team health metrics.

Use when: CHRO has turnover problem but hasn't bought into neuroscience approach yet

📥 Download PDF

📄 Comparison: Annual Surveys vs. Clover ERA

Side-by-side showing why annual surveys don't prevent turnover and what real-time monitoring does differently.

Use when: Prospect says "We already do engagement surveys"

📥 Download PDF

📄 Manager's Guide to Clover ERA

What managers actually do with the platform (5 minutes weekly, worksheet library, team health dashboard).

Use when: CHRO wants to know "what do managers actually have to do?"

📥 Download PDF

📄 Neuroscience Behind Clover ERA

CLOVER framework explained with brain chemistry, research citations, and behavioral outcomes.

Use when: Prospect is science-minded or skeptical of "soft skills" approaches

📥 Download PDF

📄 Security & Compliance Overview

Data anonymization, GDPR compliance, SOC 2 readiness, hosting details.

Use when: IT or compliance teams ask about data security

📥 Download PDF

📊 PRESENTATIONS (PowerPoint / PDF)

📊 Full Sales Deck (20 slides)

Problem statement, mechanism explanation, platform walkthrough, ROI calculator, case studies, pricing. Fully customizable.

Use when: Formal presentation to executive team or committee

📊 10-Minute Demo Slides

Condensed version focusing on the 70% problem, platform screenshots, and one powerful case study.

Use when: Quick demo calls or "show me what this is" requests

📊 Manager Training Preview

Sample slides from actual manager onboarding showing how easy it is to adopt.

Use when: Prospect worries about "manager buy-in" or training burden

📈 CASE STUDIES (PDF)

Note: Organization and individual names have been changed to protect the confidentiality of sensitive business information.

📈 Tech Startup Case Study

150-person SaaS company reduced turnover from 23% to 8% in 6 months. Includes before/after metrics and manager quotes.

Use when: Selling to tech/SaaS companies

📥 Download PDF

📈 Healthcare Organization Case Study

500-person hospital system preventing nurse burnout with weekly wellness tracking and targeted interventions.

Use when: Selling to healthcare, frontline workers, high-stress environments

📥 Download PDF

📈 Professional Services Case Study

Consulting firm with 75 managers reduced voluntary turnover by 41% while improving project delivery scores.

Use when: Selling to consulting, legal, accounting, or agency environments

📥 Download PDF

📈 Retail Chain Case Study

Multi-location retail company using Clover ERA to identify and support struggling store managers before turnover spikes.

Use when: Selling to retail, hospitality, or multi-location operations

📥 Download PDF

🛠️ WORKSHEETS & TOOLS (Excel / PDF)

💰 Turnover Cost Calculator

Interactive online calculator showing true cost of turnover including recruiting, onboarding, lost productivity, and knowledge loss.

Use when: Building business case with prospect's actual numbers during discovery calls

🧮 Open Calculator

🛠️ Pilot Planning Worksheet (PDF)

Step-by-step guide for scoping a successful pilot: which teams, how many managers, success metrics, timeline.

Use when: Moving from demo to pilot planning

📥 Download PDF

🛠️ Prospect Discovery Template (PDF)

Structured form for capturing discovery call insights: pain points, current tools, decision makers, timeline, budget.

Use when: Preparing for or documenting discovery calls

📥 Download PDF

🛠️ Objection Response Guide (PDF)

Printable cheat sheet with responses to 15 most common objections (price, timing, "we'll build it", etc.).

Use when: Quick reference during calls or before meetings

📥 Download PDF

📝 Interactive Reseller Agreement

Complete and electronically sign the Reseller Agreement online. Auto-populates with your company information and generates a signed PDF.

Use when: Ready to formalize partnership and execute agreement

✍️ Complete Agreement

💰 Reseller Commission Structure (PDF)

Detailed commission tiers, payment terms, and examples. 20-25% recurring commissions based on license volume.

Use when: Understanding commission rates and calculating potential earnings

📥 Download PDF

🛠️ Sample Worksheet Library (PDF)

10 example worksheets from the platform showing managers what interventions look like (1-on-1 guides, team retrospectives, etc.).

Use when: Demonstrating tactical value to managers or CHRO

📜 PARTNER AGREEMENT & LEGAL

📜 Strategic Advisor Agreement Template

Standard partner agreement outlining commission structure (20% recurring on initial sales, 15% on expansions), payment terms, and expectations.

Note: Review with your legal team before signing

📜 Client MSA & Terms of Service

Master Services Agreement and Terms of Service that clients sign. Helpful for understanding legal commitments and data handling.

Use when: Legal/procurement teams ask for contract review

🎥 VIDEO RESOURCES

🎥 3-Minute Explainer Video

Animated walkthrough of the 70% problem, how Clover ERA works, and results. Perfect for email outreach.

Use when: Sending initial outreach emails or LinkedIn messages

🎥 Platform Demo Recording (15 min)

Screen recording showing actual platform navigation, manager view, team health dashboard, worksheet library.

Use when: Follow-up after initial call or for prospects who want to see it before meeting

🎥 Customer Testimonials (2-3 min each)

Video interviews with beta clients (CHRO and managers) discussing results, implementation, and manager adoption.

Use when: Building credibility or addressing "has anyone actually used this?" objection

Need a Resource Now?

We're actively building out the Download Center. If you need any of these resources for an active deal, contact us and we'll prioritize getting it to you.

📧 Request Resources

📌 Quick Reference: Key Stats to Memorize

Know these numbers cold. Print this card and keep it at your desk for quick reference during calls and emails.

🚨 THE PROBLEM

70%

of engagement is controlled by managers (Gallup)

$0

invested in manager-specific engagement tools

52%

of departures are preventable with earlier intervention

1-2x

salary to replace an employee (turnover cost)

6 months

lag between disengagement and resignation

✨ OUR SOLUTION

5 min

per week for managers to track team wellness

6 pillars

neuroscience-backed (CLOVER framework)

85+

worksheets for targeted interventions

100%

anonymous employee responses

Weekly

pulse checks (not annual surveys)

📈 PROVEN RESULTS (Beta Clients)

29%

average turnover reduction in first 6 months

100%

manager retention rate (zero manager departures)

4.7/5

average manager satisfaction rating

3 weeks

to full manager adoption (time to value)

92%

of flagged issues resolved before resignation

$280K+

average annual savings (100-person company)

8-12 weeks

average pilot duration before full rollout

⚙️ IMPLEMENTATION

1 week

to set up and launch (no IT burden)

2 hours

manager onboarding/training required

Zero

employee logins (SMS-based pulse checks)

30 days

free pilot available (no commitment)

Cloud

hosted (no infrastructure needed)

💰 PRICING

$295

per manager per month (standard pricing)

1-2

prevented resignations = ROI breakeven point

Annual

contracts preferred (monthly available)

Volume

discounts for 50+ managers

No

per-employee fees (only per manager)

💵 YOUR COMMISSION

20%

recurring commission on monthly revenue

15%

recurring on expansion revenue (existing clients)

Lifetime

paid as long as client remains active

💡 Pro Tip: Print this page and keep it next to your phone for calls

When a prospect asks "How much?", "What results?", or "How long to implement?", you'll have instant answers.

🎓 Platform Deep Dive: Master What You're Selling

Understanding Clover ERA deeply gives you the edge in every sales conversation. Use this comprehensive guide to confidently position, demo, and close deals.

🧠 The CLOVER Framework: What Powers the Platform

Six neuroscience-backed pillars that balance brain chemistry for optimal performance. Each pillar comes with proven worksheets and interventions managers can deploy immediately.

💬 Communication (18 Worksheets)

Clarity, transparency, feedback loops, psychological safety. When employees feel heard and informed, dopamine and oxytocin levels increase.

📚 Learning (15 Worksheets)

Skill development, growth opportunities, knowledge sharing. Continuous learning triggers dopamine release and reduces cortisol.

🚀 Opportunities (12 Worksheets)

Career progression, autonomy, meaningful work. When employees see a future, serotonin and dopamine stabilize.

🤝 Vulnerability (20 Worksheets)

Trust, authenticity, emotional safety. Vulnerability-based trust increases oxytocin and reduces cortisol.

⚡ Enablement (22 Worksheets)

Resources, tools, support, role clarity. When employees have what they need, cortisol decreases and dopamine increases.

🔄 Reflection (18 Worksheets)

Recognition, celebration, introspection. Regular reflection increases serotonin and reinforces positive patterns.

Total: 105+ Actionable Worksheets — Each recommendation links directly to proven interventions managers can implement immediately.

🔧 Key Platform Features

📊 Real-Time Data Collection

Daily 15-30 second micro-pulses
100% anonymous feedback
85%+ participation rates
Mobile-optimized delivery

📈 Manager Dashboards

Team engagement across 6 pillars
Color-coded alerts
Individual risk indicators
Benchmarking tools

🔮 Predictive Analytics

AI-powered turnover risk detection
6-month advance warnings
Pattern recognition
Proactive intervention triggers

🧠 Neuroscience-Backed Actions

Brain chemistry optimization
Context-aware suggestions
Tailored team interventions
Before/after impact measurement

📝 105+ Worksheets

Linked from recommendations
Team & 1-on-1 formats
Download/print ready
Field-tested activities

🔄 Closed Feedback Loops

Employees see action taken
Intervention tracking
Before/after comparisons
ROI calculations

🚀 Implementation: Less Than 1 Hour Per Manager

This is a massive selling point: Minimal disruption, maximum benefit. From contract to fully operational in under an hour per manager.

15 Minutes

Team Onboarding Call

One 15-minute call with the manager and their team. That's it.

Download the app
Enter team code
Ready to receive daily pulses

✓ Team is operational and responding to questions the next morning

30 Minutes

Manager Dashboard Training

One 30-minute session covering everything the manager needs.

Dashboard walkthrough
Reading engagement scores
Creating interventions
Using the 105+ worksheet library

✓ Manager is confident and ready to take action

45 Minutes Total

Complete Onboarding

Less than one hour from kickoff to fully operational.

Minimal disruption to operations
No change management required
No extensive training sessions
All benefit, almost zero overhead

✓ Platform delivering value by end of first week

⚡ Why This Matters in Sales Conversations

No Productivity Loss

45 minutes of time investment. Compare that to weeks of training for traditional engagement platforms.

No Change Management

No organizational restructuring, no process overhauls, no consultant fees. Just plug in and go.

Immediate ROI Path

First actionable insights appear within 7 days. Managers start interventions in week one.

💰 Pricing Model & Deal Structure

Per-Manager SaaS Pricing: $295/month per manager

Each manager gets a dedicated dashboard covering their direct reports (typically 15-25 employees). This per-manager model scales naturally as organizations grow.

Pilot (3 Managers)

$885/mo

Covers ~45-75 employees

Department (10 Managers)

$2,950/mo

Covers ~150-250 employees

Organization (25 Managers)

$7,375/mo

Covers ~375-625 employees

📊 Success Metrics to Track

Help clients measure ROI and justify expansion with these metrics (all tracked automatically by the platform):

Engagement Scores

Team-level CLOVER scores
Individual risk indicators
Before/after comparisons
Manager benchmarking

Turnover Reduction

Resignation rate changes
At-risk retention %
Cost savings per prevention
Annualized impact

Financial ROI

Platform cost vs. savings
Cost per prevented resignation
Break-even timeline
Annualized savings

Expansion Signals

Manager dashboard requests
Peer interest levels
Department adoption readiness
Executive engagement

📸 Platform Screenshots & Features

Show prospects these visuals to demonstrate platform capabilities:

Clover ERA Manager Dashboard - Real-Time Team Engagement

CLOVER Framework Analytics - Six Engagement Pillars

Team Member Insights & Risk Indicators

Action Hub - Recommended Interventions & Worksheets

Employee Mobile Experience - 30 Seconds Per Day

📁 Downloadable Sales Collateral

Share these resources with prospects:

📥 Sales Pack PDFs (Partner Materials)

🏢

Company Overview

Mission, values & why Clover ERA

💰

Value Proposition & ROI

Cost of disengagement, savings

🎴

Sales Call Battle Cards

3 proven call scripts

📄

Employee Engagement Guide

Comprehensive platform overview

🧠

Neuroscience Preview

Science behind our approach

🔗 Interactive Tools & Resources

🧮

ROI Calculator

Calculate prospect savings

📊

Free Assessment

Engagement health check

💵

Pricing Information

Plans and packages

📋

Implementation Guide

How to get started

🍀

CLOVER Framework

Neuroscience methodology

🌐

Main Website

Share with prospects

🤝

Partner Program

Refer potential partners

📝

Partner Application

Direct link for partners

🎴 Sales Call Battle Cards

Use these proven scripts based on prospect type and pain points:

Straight Line Persuasion

Opening

"Thanks for taking the time today—I know you're busy. Real quick, have you ever felt like your teams aren't giving their all?"

Pain Exploration

"So you're seeing productivity dips, turnover creeping up, and maybe even burnout signs. Am I right?"

Pitch (Logical, Emotional, Urgency)

"Look, engagement isn't just a number—it's your bottom line bleeding money daily. Clover ERA leverages neuroscience, giving managers daily, actionable insights to immediately drive results. Imagine cutting turnover by 20% and raising productivity by at least 15%. That's what we deliver, fast and reliably."

Close

"Let's get a quick 60-day trial going. No risk, all reward—sound good?"

Big Action (High Urgency)

Opening

"Hey, appreciate you jumping on this call. Let's skip straight to the truth—employee disengagement is costing you a fortune right now. Do you know how much?"

Pain Exploration

"Exactly! High turnover, low productivity, constant firefighting. It's expensive and exhausting. You need results now, not a year from now."

Pitch (Logical, Emotional, Urgency)

"Clover ERA isn't another survey. It's an engagement operating system built on real-time neuroscience—your managers get actionable daily nudges, proven to supercharge performance and drastically cut turnover. We're talking real money saved, real productivity gained. You don't need another pitch—you need a solution."

Close

"Let's stop the bleeding now—let's lock in a free 60-day pilot today. Fair enough?"

Leadership & Coaching

Opening

"Thanks for connecting. Quick question: Do your managers feel overwhelmed, firefighting instead of leading?"

Pain Exploration

"I get it—constant disengagement and burnout mean your leaders aren't able to coach effectively or proactively handle issues. That's tough."

Pitch (Logical, Emotional, Urgency)

"Here's the great news—Clover ERA gives your managers the precise, actionable insights they need daily, built on powerful neuroscience. It turns overwhelmed managers into proactive leaders. They'll see measurable shifts in engagement, productivity, and team culture almost immediately."

Close

"How about we give your team a 60-day pilot and let the results do the talking? Let's empower your managers to lead again—deal?"

💡 Battle Card Selection Guide

Straight Line Persuasion: Use for balanced prospects who need logical + emotional appeal
Big Action: Use when urgency is high and prospect needs immediate solution
Leadership & Coaching: Use when speaking to managers/directors focused on team development

💬 Key Talking Points for Prospects

Opening Conversation

"Most companies lose $4.2M annually to preventable employee turnover. Our AI predicts who's at risk 6 months before they leave."
"Traditional engagement surveys are dead - you get data once a year when it's too late. Our AI gives you real-time insights daily."
"We combine neuroscience with AI to measure what actually drives engagement, not vanity metrics."

ROI Discussion

"Every employee who leaves costs 1.5x their salary in replacement costs. Our platform pays for itself by preventing just 2-3 resignations."
"Most clients see positive ROI within 30 days - typically through retention of one key employee."
"We've helped companies reduce burnout by 67% and improve retention by 47% with measurable results."

Competitive Differentiation

"Unlike traditional survey tools, our AI is predictive, not reactive. We tell you what's going to happen before it does."
"We're the only platform combining neuroscience-based metrics with AI-powered turnover prediction."
"100% of our beta clients continued after their trial - our results speak for themselves."

Closing Points

"We offer a 30-day free trial with no commitment. You'll see results within 7 days."
"Setup takes 15 minutes, and you get direct founder support throughout implementation."
"Only 20 early adopter spots left for Q4 2025 with locked-in pricing for 3 years."

❓ Handling Common Objections

🤔 "We already use [engagement survey tool]"

Response: "That's great you're measuring engagement. But surveys are reactive - they tell you what already happened. Our AI is predictive - we tell you who's going to leave 6 months before they do, so you can actually prevent turnover. Most clients use us alongside their existing surveys for the predictive capabilities they're missing."

🤔 "This seems expensive"

Response: "I understand. Let's look at the math: Losing just one employee costs 1.5x their salary. If you have an average salary of $75K, that's $112,500 per person. Our platform pays for itself by preventing 2-3 resignations annually. Can I show you our ROI calculator with your specific numbers?"

🤔 "We don't have time for another implementation"

Response: "Completely understand - you're busy. That's exactly why our setup takes just 15 minutes. No lengthy integration, no IT requirements. You get founder-level support throughout, and you'll see your first insights within 7 days. It's actually designed to save you time by catching problems before they become crises."

🤔 "Our employees won't participate"

Response: "That's a valid concern. The difference is our platform is built on neuroscience, not opinion surveys. Employees actually appreciate it because we help them before they reach burnout. In our beta, we saw 89% daily participation rates because the platform helps employees feel heard and supported - it's not just another survey they're asked to fill out."

🤔 "We need to think about it / talk to our team"

Response: "Absolutely - this should be a team decision. How about this: Let's book a 15-minute demo where you can bring your team and they can see the platform in action. We also offer a 30-day free trial so you can test it risk-free. What concerns should we address in that demo to help your team evaluate this properly?"

🤔 "Can you prove this actually works?"

Response: "Great question - I'd be skeptical too. Here are the facts: 100% of our beta clients (IT services, SaaS, cybersecurity companies with 200-500 employees) continued after their trial. Average results include 67% reduction in burnout, 47% improvement in retention, and $4.2M average annual savings. We can share case studies that match your industry. Plus, the 30-day free trial lets you verify results with your own team before committing."

🍀 The CLOVER Framework

Our proprietary Engagement Operating System is built on the CLOVER Framework—engineered to support and optimize brain chemistry for enhanced productivity, innovation, and retention.

C - Communication

Open, transparent dialogue that builds trust and psychological safety within teams.

L - Learning

Continuous growth opportunities that stimulate dopamine and drive intrinsic motivation.

O - Opportunity

Clear pathways for advancement and meaningful contribution that foster purpose.

V - Vulnerability

Safe spaces for authenticity and risk-taking that enable innovation and creativity.

E - Enablement

Resources and support that remove barriers and empower high performance.

R - Reflection

Regular feedback loops that facilitate growth and continuous improvement.

🧠 Neuroscience Foundation

The CLOVER Framework is grounded in neuroscience, designed to optimize key neurochemicals: dopamine (motivation), oxytocin (connection), serotonin (wellbeing), and endorphins (stress relief). By actively managing these drivers, managers create environments where teams naturally thrive.

⚡ Why Prospects Choose Clover ERA

AI-Powered Prediction: Only platform that predicts turnover 6 months in advance with neuroscience-based metrics
Real-Time Data: Daily insights vs annual surveys - catch problems before they escalate
Proven ROI: Average $4.2M annual savings, positive ROI in 30 days for most clients
Neuroscience Foundation: Measures actual engagement drivers (stress, cognitive load) not opinions
100% Beta Success: Every pilot client continued - unprecedented in the industry
Rapid Implementation: 15-minute setup vs. weeks/months for competitors
Founder Support: Direct access to founders throughout implementation and beyond
Early Adopter Benefits: Locked pricing for 3 years, direct product influence, preferred support
Industry Expertise: Built specifically for IT services, SaaS, and cybersecurity companies (200-500 employees)
Risk-Free Trial: 30-day free pilot with no commitment - see results before you buy

💰 Pricing Guidance

Standard Pricing Structure:

Small Teams (50-200 employees): Custom pricing based on needs
Mid-Size (200-500 employees): Target market - competitive enterprise pricing
Early Adopter Program: Special pricing locked for 3 years + additional benefits
30-Day Free Trial: Full platform access, no credit card required
ROI Guarantee: Most clients see savings within 30 days that exceed platform cost

💡 Always use the ROI calculator to demonstrate value before discussing price. Focus on cost of turnover prevented, not cost of platform.

View Full Pricing Page

🎬 Schedule Demos & Get Started

Book Live Demo Start Free Trial Main Website

📚 Partner Resources & Links

Quick access to essential partner tools, guidelines, and support resources.

📊 Client ROI Calculator

Interactive calculator for demonstrating ROI to prospects based on their specific metrics.

Open Calculator →

💵 Partner Commission Structure

Detailed breakdown of commission tiers, payment terms, and expansion revenue opportunities.

20% recurring on initial sales
15% recurring on expansions
Lifetime payments as long as client stays active
Monthly payouts

🎨 Co-Marketing Guidelines

Brand guidelines, approved messaging, social media templates, and co-marketing opportunities.

Logo usage requirements
Approved messaging framework
Social media templates
Joint webinar opportunities

⭐ Partner Success Stories

Real examples of successful partner deals, best practices, and lessons learned.

Average deal size: $35K ARR
Typical sales cycle: 60-90 days
Best vertical: Professional Services
Top objection handlers

🎓 Sales Training Schedule

Monthly partner training sessions, product updates, and advanced sales workshops.

Monthly product updates (1st Tuesday)
Advanced sales tactics (3rd Thursday)
New partner onboarding (ongoing)
1-on-1 deal strategy sessions

🔐 Partner Portal Access

Access to partner dashboard for tracking deals, commissions, and client status.

Partner Portal →

📜 Strategic Advisor Agreement

Review and sign the partner agreement to activate your account and start earning commissions.

Note: Contact us to receive your customized partner agreement

📰 Weekly Partner Newsletter

Stay updated on product releases, competitive intel, success stories, and sales tips.

New feature announcements
Competitive positioning updates
Partner wins and celebrations
Sales tips and tactics

📞 Sales Support

Questions about closing a deal?
📧 Email: contact@cloverera.com
📞 Phone: (212) 918-4448
🗓️ Schedule: Book Internal Strategy Call

🎯 Partner Opportunity Management

💼 Your Value as a Clover ERA Partner

Transform Your Client Relationships

❌ Before Clover ERA

✅ After Clover ERA

💰 Commission Structure

Recurring Monthly

Expansion Revenue

💡 Real Revenue Example

🎯 Why This Partnership Model Works

You're a Strategic Advisor, Not a Vendor

Clients See Value Immediately

Natural Expansion Opportunities

Partner Value

Qualification

Key Selling Points

Objection Library

Playbooks

Email Templates

Call Checklist

Competitive Intel

ROI Tools

Download Center

Quick Reference

Battle Cards

Screenshots

Partner Resources

🎯 Prospect Qualification: Who to Pursue (And Who to Avoid)

✅ Perfect Fit Prospects

Company Profile

Decision Maker Profile

Timing Signals

❌ Prospects to Avoid

Company Characteristics

Red Flags in Conversations

Wrong Timing

❓ Five Questions to Ask on the First Call

1. "How do your managers currently track their team's engagement?"

2. "When someone unexpectedly resigns, do you usually see it coming?"

3. "What does turnover cost your organization per employee?"

4. "If you could give your managers one superpower, what would it be?"

5. "If this solves your engagement challenges, how quickly could you move forward?"

🚀 Platform Overview

🎯 Core Value Propositions

The 70% Gap Nobody Talks About

The First Manager Enablement Platform

It's About Your Managers, Not Your Headcount

15 Seconds. Once a Day. That's It.

Your Own Team Dashboard, Finally

One Prevented Resignation = 50x ROI

365 Data Points vs. 1 Survey

Managers Don't Need More Workshops

See Results in 7 Days, ROI in 30

12 Beta Companies, Zero Dropouts

Neuroscience Translated Into Tuesday Morning

3 Managers This Quarter, 15 Next Quarter

Complementary, Not Competitive

From Hoping to Knowing

15-Minute Manager Onboarding

💬 Objection Library: Copy-Paste Responses

❌ Don't Say:

✅ Say This:

❌ Don't Say:

✅ Say This:

❌ Don't Say:

✅ Say This:

❌ Don't Say:

✅ Say This:

❌ Don't Say:

✅ Say This:

❌ Don't Say:

✅ Say This:

❌ Don't Say:

✅ Say This:

💡 Objection Handling Master Tips

1. Never Argue

2. Use Their Language

3. Tell Stories

4. End With Action