Exits. Stays. Surveys.
Employee listening, end-to-end
Turning employee listening into clear priorities leaders can act on.
I own employee listening end-to-end — designing, running, and interpreting surveys, exit interviews, and targeted listening interventions — so leaders get prioritized insight they can act on, without HR adding headcount.
What I run.
What your exits are really telling you.
When people are leaving — and the feedback is fragmented, inconsistent, and never pulled together.
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I run independent exit interviews and turn scattered feedback into clear, decision-useful themes — not one-off summaries or transcripts that go nowhere.
Targeted Listening Interventions
See what's breaking before it shows up as attrition – or worse.
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When teams aren't functioning well, but the root cause isn't clear.
I design and run targeted, confidential listening interventions using stay-interview methodology to surface what's eroding trust, clarity, or performance – so leaders can understand what's actually happening and decide whether (and how) to act.
End-to-end employee listening
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When leaders need a credible read — and no one has the time, neutrality, or discernment to run it properly.
I own engagement and pulse surveys end-to-end, from project planning, design and deployment through analysis and executive read-out – translating results into clear priorities on where to focus, and where not to.​
Most clients start with one.
Many expand once trust is established.
Experience that translates into discernment.
I’ve owned employee listening across complex organizations, surfacing retention risk and engagement breakdowns that weren’t visible in survey scores or manager intuition.
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Employee listening often breaks down internally because it’s run off the side of the desk — treated as a task, not a discipline. Ownership is split, neutrality is compromised, and insight gets softened before it reaches decision-makers. A third party brings distance, consistency, and judgment — so feedback is clearer, patterns are visible, and action is possible.
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I work as the single owner of employee listening — designing the approach, running the process, synthesizing insight, and translating it into focused action where it matters most.