About Us 

Some years ago, I had to pull together workforce metrics to contribute to a board report. One of the items to include was the 'top reasons people leave'. I was astonished to find the organisation couldn’t provide helpful insight into why employees leave. Knowing the high cost of voluntary turnover and impact to the business bottom line I thought, what a missed opportunity!I later learned the limitations of many internally run exit interview programs including; exit interviews being run sporadically, low trust, exit interview information not collected centrally, results not analysed objectively and being filed forgotten. However, the most important element often missed is providing psychological safety so that employees feel safe to talk.
Having extended my development in the neuroscience of engagement, I learned that people can quite easily talk about a problem they’ve been having, but their perspective on how things could improve is rarely volunteered unless prompted, and this is much more useful for Leaders. We incorporate these kinds of techniques into our exit interviews.