Stop losingpeople afterevery promotion.
Where the people go
It is not bad luck or a generational problem. It is a predictable cycle, and you can interrupt it before the team absorbs the cost.
You promote your best agent
For good numbers, not for knowing how to lead. With no formal program behind them.
They improvise as a supervisor
Inconsistent 1:1s, delayed feedback and misread metrics. Nobody prepared them for the role.
The team feels it
Adherence drops, QA falls, AHT climbs. The operation notices it on the scorecard.
The agents leave
People don't quit the company: they quit their new supervisor.
You recruit and start over
Replacement cost, ramp-up and nesting, while the next promotion cycle is already approaching.
I interrupt the cycle at step 02, before the team feels it.
From low risk to measurable impact.
Turnover Risk Diagnostic
An assessment of two or three new supervisors plus a concise, actionable report. Before investing in a full program, I identify where leadership gaps may be contributing to attrition.
"90 Days Without Losing People"
8 to 10 weeks per cohort of 6 to 10 supervisors: group ADKAR diagnostic, toolkit, scorecard workshops, ongoing support, and an impact report you take to your leadership.
Monthly retainer
Continued support as you promote new supervisors each quarter. Scope and pricing are tailored to your operation so the practices remain sustainable.
Prices in USD, + VAT (13%). Each program is built to fit your operation, so everything is negotiable by scope.
"90 Days Without Losing People"
Group ADKAR diagnostic of the cohort
Leadership toolkit (1:1, feedback, escalations)
Scorecard and metrics reading workshops
Role-play of real difficult conversations
Ongoing support between sessions
Final impact report for your leadership
I progressed from agent to Operations Manager during 12 years in contact center operations. I am certified in change management (PROSCI) and Six Sigma Green Belt. I bring firsthand knowledge of scorecards, staffing and the operational cost of placing an unprepared supervisor in charge of a team.
A cohort program of 6 to 10 supervisors, 8 to 10 weeks: group ADKAR diagnostic, leadership toolkit, scorecard reading workshops, role-play of difficult conversations, and an impact report you take to your leadership.
Start with the diagnostic.
Tell me about your operation and we will set up the Turnover Risk Diagnostic. It is a focused way to understand the problem with data before investing in a full program.