The Employee Retention Program
HR sees. Leadership backs. Managers act. Employees speak. Retention is four jobs, and Anchor gives each one what it needs.
Know who’s about to quit.
And how to keep them.
Anchor gives every manager one page on each person. Who is about to quit. Why. And exactly what to say to keep them. So you stop losing the people you cannot afford to lose.
Built by a manager who lost good people he could have kept, and could not say why until the exit interview.
What Anchor is
One brief per person,
written for their manager.
Anchor by Retentio is an employee retention program. HR runs it. Each cycle, every employee you choose to protect answers a short survey, their manager answers a second one, and both are read alongside a Big Five personality assessment.
Anchor turns that into one brief for the manager who actually shapes whether that person stays: how likely they are to leave, why, the window to act, and the specific move and the words to use. Not a dashboard of averages for HR to interpret. One page, one person, one plan.
It is built for corporate offices from 25 to 2,500 employees, where a departure lands on your own profit and loss and there is an HR function to act on it. The engine reads a person, not an industry, so it also runs in professional services, healthcare and operational settings.
The four jobs of retention
Most companies treat retention
as an HR project.
That is the whole problem. Retention is four jobs, and they belong to four different people.
Human Resources
HR sees
Who is at risk, why, and who has been waiting too long for somebody to do something about it.
In the productThe Pulse, the at-risk list, the roster.
Executives
Leadership backs
Gives retention a priority, a budget and a name on it, then answers for whether the work actually happened.
In the productThe executive view. Exposure, Recoverable, Actioned.
Line managers
Managers act
One person. One reason. One conversation this week, with the words already written.
In the productThe brief, the scripts, the intervention log.
Everyone else
Employees speak
Say what is true, in minutes. What comes back is not a notification. It is their manager, in the room, on the thing they raised.
In the productThe survey and the check-in, which move a number on their manager's brief.
Hand all four to HR and nothing moves. Not because HR is bad at it. Because three of the four were never theirs to do.
The reason you're here
You felt it before
the two-week notice.
Nothing was wrong on paper. But your strongest person went quiet in meetings three weeks ago. You noticed.
You just lost someone you counted on. The two people they trained are already doing the math. The next 90 days decide if one resignation becomes three.
Someone was running on empty for weeks. The signs were there. The conversation that could have caught it never happened.
You bought the platform. The dashboards filled up. Your managers never logged in, because none of it told them what to do on Monday morning.
The worst part was never the notice. It was realizing how long the signs had been in plain sight, and that nothing you had ever told a manager what to do about them.
The solution
This is what lands on the manager’s desk.
Not a dashboard. Not a survey report. Each brief is written for the manager who has the conversation, not filed for someone else to act on.
What every manager receives, for each person at risk
- An honest read on why this person is at risk, in plain language
- Every risk named, with the signal behind it
- The one move to make first, in the next 48 hours
- A 30-day plan, written in the manager’s voice
- The exact words for six real conversations
- How to lead this specific person, based on how they work
Here is a real one.
A sample brief. The employee is fictional; the format and the analysis are exactly what Anchor produces.
The Read
See exactly why this person is at risk
An honest read in plain language, not a score to decode.
The Evidence
Every risk named, with the signal behind it
No black box. See the evidence for each flag, so you can trust the call.
Act First
Know the one move to make in the next 48 hours
The single highest-leverage action, chosen for this person, first.
The Words
Get the exact words for six real conversations
Six conversation scripts, word for word, so no one has to wing it.
The Plan
Get a 30-day retention plan you can actually run
A week-by-week plan written in the manager’s voice, ready to work.
Cost of Loss
See what losing them costs, and what acting saves
The full math for one person. Losing this senior software engineer of five years runs about $355,500, set against $60,435 saved by acting in time.
How to Lead
Learn how to lead who this person actually is
How to reach this specific person, based on how they work.
Every brief is generated for one real person on your team. No two are the same.
Get Anchor for your teamHow it works
You add your team. Your people answer.
Anchor writes each manager a plan.
Onboard
HR uploads the roster once. Each person and each manager gets a private link. Nothing to install, nothing to log into. New hires answer a one-time personality survey.
Analyze
Once the answers are in, Anchor writes one retention plan for that one person. Written for the manager who runs the team, not for a dashboard nobody opens.
Act
Every plan ends with the moves for this quarter. Who is at risk, and how soon. The exact words to say. The one move that matters. A plan, not a report.
What your people write stays private. No one reads their answers. Not you, not HR, not their boss. The manager only ever sees the plan.
The honest read on one person. Where the manager’s view and the employee’s quietly differ. The near-term flight risk. Six conversation scripts. The one move for this quarter.
And before the conversation, Pneuma Whisper, which managers open as Ask Pneuma, surfaces the questions the manager might have missed.
See what lands on the manager’s deskWhat Anchor stands for
Three rules we
do not break.
Built for the people, not the portal.
Most tools assume everyone has a laptop and time to log into a portal. Many of your people do not, which is why the software you already bought sits unused. Anchor reaches everyone with a private link and hands their manager a plan in plain language. It works anywhere you lead people who are hard to replace, from the hospital floor to the back office to the sales team.
The move, not the dashboard.
This market is great at collecting data and useless at acting on it. The stretch from a warning sign to a real move runs six to ten weeks, while the person quietly checks out. That gap has a name, the Action Gap, and it is where good people are lost. Anchor closes it to a plan in the manager’s hand. You will never be handed a chart and left to guess.
Private, and never for evaluation.
Behind every score is a real person. Raw answers and personality scores stay with the engine and reach no one. The manager gets only the finished plan, and that plan is never used to grade anyone or shown to corporate. That promise is why people answer honestly.
Losing one good person costs more than you think.
When someone good quits, you pay to find, hire, and train the next one. The work slips. What they knew walks out the door with them.
It shows up first in the schedule that slips, the knowledge that leaves with them, and the team that quietly takes on more until the next one starts looking. SHRM puts the replacement cost at one-half to two times their annual salary. For the senior and specialized people you can least afford to lose, independent research runs higher still.
Anchor for your whole team costs less than losing one of them. Prevent a single departure and it has paid for itself.
Put a number on it
$0
a year, at an average salary. What it is really costing you depends on who you are losing.
See your real number →“Will my people think this is surveillance?”
No, because it isn’t, and they’ll know it isn’t. Anchor doesn’t read emails, track keystrokes, or watch anyone. It analyzes what your people choose to tell it, and the brief goes to one person: the manager who can act. Your employees see exactly what’s collected. Most tools watch people. Anchor listens to them.
“How much of my managers’ time does this take?”
Minutes, not meetings. The brief arrives finished: the read, the risk, the conversation to have, the plan to run. A manager reads it with their morning coffee and knows their move. The whole point is that your managers stop drowning in data and start acting on one page.
“We’re small. Is this built for us?”
It’s built exactly for you. Enterprise retention tools assume you have an HR department to operate them. Anchor assumes you have managers who care and no time to waste. If you’re big enough to lose someone you can’t afford to lose, you’re big enough for Anchor.
See it on your own team.
The fastest way to understand Anchor is to see one analysis about a real person on your team. Twenty minutes. You tell me where you’re losing people. I’ll show you what Anchor would put in front of your managers.
Get Anchor for your teamI’ll show you what Anchor would put in front of your managers, personally, within a day.
I ran Gulf Coast operations for twenty years. I built Anchor for the manager I was: the one who noticed, and had nothing to act on.
What happens when you click: you tell me where you’re losing people. Within a day, I send you a personal walkthrough: me, showing you what Anchor would put in front of your managers. No slide deck. No drip campaign. If you want to talk live after that, we’ll find a time that works. If it’s not for you, that’s the end of it.