Metrics and dashboards only show symptoms such as turnover or stalled transformation. Synfia uncovers the unfiltered causes, in depth and at scale. You receive a prioritized decision brief to act with precision before performance and culture suffer.
Turnover rises, sick days grow, a transformation loses pace. Pulse surveys and scores deliver numbers, but no reasons.
The why sits in experiences that are rarely said out loud: interfaces, leadership relationships, workload. It takes depth at scale and a partner who turns it into decisions.
Investments in programs follow assumptions instead of proven causes.
The people who leave first are the ones who stopped saying why.
Resistance only becomes visible once it is already causing cost.
Our AI asks targeted follow-up questions instead of stopping at the first answer. We examine patterns across many conversations and interpret them in the context of your organization.
You mentioned thinking about leaving. What triggered that?
Not the salary. I just don't see where I can grow here.
Has anyone talked with you about your next step?
Not since the reorganisation. My new lead doesn't know my work yet.
Attrition risk follows broken development conversations, not pay.
Illustrative conversation. One statement alone is not a finding. Reliable insights come from recurring patterns and expert interpretation.
Step into the role of an employee for a few minutes. You will experience how the AI listens, follows up and creates space for answers a survey never reaches.
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„A three-point drop in engagement tells you something is happening. It never tells you what to do on Monday."
The score arrives once a year, gets broken down by department and mirrored into a dashboard. Red gets an action plan, green gets left alone. What actually frustrates people — meeting load, a new manager, a quiet reshuffle on the team — sits outside the scale.
You only learn after the resignation that three people left for the same reason. Replacements cost you half an annual salary each, the team loses momentum, and the actions from the last score address a problem that no longer looks that way.
Confidential, AI-led conversations run quarterly or event-based — after a reorg, after a tool rollout, after a leadership change. You see, per team, what actually causes friction, and you can act before the resignation email lands.
YOUR ADVANTAGE — Unwanted attrition that drops by percentage points instead of exploding into backfill costs. Leaders who know what weighs on their team — not what the average says.
See early where a change stalls in daily work, which units come along and where resistance forms.
Understand how leadership is actually experienced and where interfaces, roles and decision paths create friction.
Reveal whether lived culture matches the intended one, including after mergers and acquisitions.
Find the real reasons behind resignations and intentions to leave before key people go.
Identify the causes of overload, sick leave and exhaustion instead of only measuring the symptoms.
Understand critical moments from joining to leaving and improve them in a targeted way.
Typical starting point: a Clarity Scan in 2–4 weeks. No strain on your internal resources.
Prioritized fields of action, backed by anonymized original quotes. Segmented by unit, location and role.
We walk through the findings with you in person before decisions are made. You leave with clear next steps.
Results are aggregated only, never attributable to individuals. EU hosting, GDPR compliant, audio is never stored.
Together with you we sharpen the management question. Our experts design the conversation, Synfia runs confidential, AI-led conversations with hundreds or thousands of employees in their own language, and we condense what they say into causes, patterns and clear recommendations, segmented by unit, role and site without exposing any individual. As a one-off Clarity Scan or continuously as an Intelligence Program.
„For the first time we could tell the board why the score moved, not just that it moved."
CHRO, financial services group
Industrial supplier, 8,500 employees · CASE STUDY
Twelve months after a reorganisation, attrition rose sharply in two plants. The engagement survey looked stable and exit interviews mostly cited “better offers”. Leadership planned a 6 % pay increase.
1420 conversations revealed a different pattern: the new structure had removed decision rights from shift leads. Experienced staff felt bypassed because problems could no longer be solved on the floor.
Instead of a blanket pay rise, decision rights were restored to shift leads and a weekly problem-solving format was introduced.
Within six months attrition fell back to pre-reorganisation levels. The planned pay round was delivered in a far smaller, targeted form.
In 30 minutes, we frame your situation and identify the next useful insight step. No product pitch.