Culture & retention
Culture and retention consulting
People rarely leave a company because of a slide deck. They leave because of what it feels like to work there: the manager who does not listen, the conflict nobody addresses, the expectations that keep changing. This work finds the real drivers and turns them into practical changes.
Who it is for
This is useful when…
- An organisation losing good people faster than it can replace them
- A company growing quickly and losing the culture that worked
- A team dealing with unresolved conflict and low trust
- An HR leader who needs a clear diagnosis before launching another initiative
- A leadership team preparing for change or restructuring
- An organisation that wants to keep the people who are already there
What we work on
We tell you which managers people leave.
Listen properly
Confidential conversations and a structured diagnostic to understand what people experience, not what the engagement survey suggests.
Find the retention risks
Identify the specific moments, managers, processes, and behaviours that push people out — and the ones that keep them.
Strengthen managers
Give managers the skills and support to handle conflict, feedback, and the everyday conversations that shape culture.
Change the system
Practical adjustments to rituals, decision-making, onboarding, handovers, and escalation paths — not a new values poster.
How it works
Four weeks from interviews to action plan.
Discovery
A conversation with leadership and HR to define the problem, the scope, and what success would look like.
Diagnostic
Interviews, focus groups, and a review of existing data to build a clear picture of what is happening.
Prioritise
A short list of changes that are worth doing now, with owners and a realistic timeline.
Enable
Manager support, team sessions, and a follow-up review to make the changes stick.
What the interviews cover
The questions an engagement survey cannot ask.
A survey tells you the score. It does not tell you which manager, which meeting, or which decision is causing people to update their CV. The interviews are designed to find that.
- The moment you last considered leaving, and what triggered it
- What you have stopped raising, and to whom
- What a new joiner learns in their first three months
- What the organisation rewards in practice, not on paper
Formats
Scope and access
- Project-based engagements over 4–8 weeks
- Interviews, focus groups, and manager workshops
- On-site across Europe, or online
- Can be combined with mediation or leadership coaching
Outcomes
What you get in writing
- A clear, evidence-based picture of what is driving turnover
- A prioritised action plan with owners
- Managers who are better equipped for the conversations that matter
- A culture defined by behaviour, not slogans
Related services
FAQ
Practical questions
Is this an employee engagement survey?
No. We can use existing survey data, but the core of the diagnostic is qualitative: confidential conversations that reveal what people are actually experiencing and why they stay or leave.
How long does a culture project take?
A focused diagnostic and action plan usually takes four to eight weeks, depending on the size of the organisation and access to people. Implementation continues after that.
Do you guarantee retention improvements?
No ethical consultant can guarantee retention numbers. We can identify the drivers, propose practical changes, and help you implement and review them. The commitment is to a clear diagnosis and honest recommendations.
Can you work with one department?
Yes. A departmental engagement is often the right starting point. If the issues are systemic, we will say so and propose a wider scope.
Next step
Start with the diagnosis.
A short conversation is enough to define the scope, decide who needs to be interviewed, and agree what a useful result would look like.