{"id":3549,"date":"2026-08-11T20:40:28","date_gmt":"2026-08-11T18:40:28","guid":{"rendered":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/turnover-and-retention\/"},"modified":"2026-10-22T21:03:33","modified_gmt":"2026-10-22T19:03:33","slug":"turnover-and-retention","status":"publish","type":"page","link":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/turnover-and-retention\/","title":{"rendered":"Turnover & retention"},"content":{"rendered":"\n
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For organisations \u00b7 turnover & retention<\/p>\n\n\n

Your good people are leaving. Do you know why<\/span>?<\/h1>\n\n\n

An exit interview comes too late. The signals are usually there months earlier, but no one can name them. The me.scan makes visible which work consistently drains energy \u2013 including for people who perform well.<\/p>\n\n\n

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Book an introduction \u2192<\/a><\/div>\n
What it delivers<\/a><\/div>\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n
\"Two<\/div>\n\n\n\n
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Other challenges<\/span>
<\/i>Turnover<\/a> <\/i>Onboarding<\/a> <\/i>Teams<\/a> <\/i>Absenteeism<\/a> <\/i>Succession<\/a> <\/i>Leadership<\/a> <\/i>Organisation<\/a> All challenges<\/a> <\/div> <\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n
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Sound familiar?<\/p>\n\n\n

Where things usually get stuck<\/h2>\n\n<\/div>\n\n\n
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The wrong people leave<\/h3>\n\n\n

It’s precisely the people you wanted to keep who walk away \u2013 not the weakest performers.<\/p>\n\n<\/div>\n\n\n

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The exit interview tells you nothing<\/h3>\n\n\n

“A new challenge” is the most common answer. There’s nothing you can do with that.<\/p>\n\n<\/div>\n\n\n

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Replacing costs more than you think<\/h3>\n\n\n

Recruitment, onboarding time and lost knowledge quickly add up to a year’s salary.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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What it delivers<\/p>\n\n\n

What the me.scan adds here<\/h2>\n\n<\/div>\n\n\n
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