sariioMake expectations clear on both sides.
Discuss the role, the demands of the work and how the new starter and manager will work together. Revisit those expectations once they have started.
Explore individual insight
Workforce retention · Across sectors
Help managers understand
what helps people stay.
People may leave for different reasons. What are colleagues telling you about their work, and what might be changing across teams?
From joining to developing
Keep the conversation going after someone joins.
Ask what helps this person contribute.
Use preferences to discuss preparation, feedback and support. Listen to concerns about workload, pay, working hours and systems as well.
Explore the reasons people leaveKeep the conversation going.
Review what is helping, what has changed and what the person wants to work towards. Agree practical follow-through with the manager.
Discuss management supportSariio’s contribution
Give managers and colleagues something concrete to discuss.
A personal myMAP puts work preferences into words. A comparison, with both people’s agreement, helps a manager and colleague explore similarities and differences.
Use that insight to agree how you will share information, give feedback and ask for support. Return to the arrangement after trying it.
Explore a sample comparisonAn illustrative onboarding conversation
“What would help you ask for support during a busy shift?”
Discuss the person’s preferences alongside the reality of the job. Agree who they can approach, how and when, then review their experience.
Preferences do not predict who will leave or replace action on working conditions.
Experience and evaluation
Review retention alongside what people tell you about their work.
Nigel Frank International reported a reduction in staff turnover of over 35% using the earlier generation of Sariio.
A historical client result, not a forecast for another organisation or a result attributed to current call coaching.
For your organisation, agree the measures before starting. Consider early departures, reasons for leaving and feedback from people who stay, alongside changes in conditions and management practices.
Read about the experience behind SariioStart where people are leaving
Where are you losing experience?
Choose the team, role or part of the organisation where retention matters most. Bring what people say about leaving and the evidence you already have. Sariio adds work-preference patterns as another source of evidence, without treating preferences as the cause.
Agree what you want to improve, who needs to be involved and how you will review progress.
For everyone. Free forever.
Start with your own work preferences and invite someone to compare.
Take the survey, explore your work preferences and invite someone to compare.
About 12 minutes. Full results and PDF. Sharing is always your choice.