For the first six months of a new job
Accolgo asks the new starter, their line manager and their buddy a short set of questions on a gentle rhythm, reads the three sets of answers together, and tells the line manager, in plain English, when a supportive conversation would help. Before someone quietly decides to leave.
A signal worth a conversation, never a score. The new starter is told what is shared and with whom.
14-day free trial, no card required.
Three views, one early signal
A two-minute weekly check-in on clarity, connection, the tools they need and their energy for the work.
A quick read on how settled the new starter seems, and whether anything is in their way.
Is the new starter comfortable asking for help, and do they feel part of the team yet. No buddy scheme? It runs on two voices.
Not everyone works at a screen. Check-ins go out by email by default, with a WhatsApp route for staff who do not have a work inbox.
Overseeing it all, the Head of People sees every new starter across every line manager. See how it works.
Turnover cost
A worked example, not a promise, and not about your organisation specifically. Put in your own numbers and see your own figure, no login needed.
Every part of your organisation
A construction crew, a retail team and head office staff are not the same population, and treating them as one blurs the picture for all three. Accolgo knows which part of your organisation each new starter belongs to, so what it costs you to lose someone is worked out from the real pattern for that kind of role, not one generic number stretched across everybody.
Behind the scenes, that means a genuinely blended calculation: if some of your new starters are on the shop floor and some are in the office, the numbers you see reflect that real mix, not an average that quietly fits nobody. We won’t walk through the exact model here, but it’s built on real published turnover research for each kind of role.
Hospitality, retail, warehousing. Higher natural turnover, read on its own terms.
Construction, healthcare, the public sector. A different pattern again, read as its own.
Professional services, tech, corporate roles. The lowest natural turnover of the three, and priced accordingly.
What the line manager sees
Accolgo reads and analyses the three answers and surfaces a calm, plain-English signal when a supportive conversation would help. It suggests what to say, and never labels the person. The tone is trust-first, because the people in it are at their most uncertain.
Built on trust. The new starter is told what Accolgo shares and with whom. Their answers reach their line manager as a short summary, never a score, and never to build a case against anyone. How we handle data.
Week 4 nudge example
It is worth making a little time for Sofia this week. Her own answers have softened across clarity and the tools she needs. A warm, no-agenda chat now tends to pay off well before it becomes anything bigger.
You could open with
“I wanted to check in properly. How are things feeling for you at the moment?”
What everyone else sees
A short, private check-in by email, a few plain questions on how their start really feels. Every one lets them ask for a word with their line manager, or a private word with someone senior instead. They are told up front what is shared and with whom, and they never see a score.
One calm view across every new starter and every line manager, so nothing slips between the cracks. They can see, at a glance, where a good start is quietly going wrong. When a starter asks for a private word, it comes to them and the line manager is not told.