By the exit interview, the reason is months old. Decided checks in with every team each week, so you hear what's wearing them down while there's still time.
"Our exit interviews kept saying the same thing. The priority changed three times and nobody made the call. By then the person was gone. Now we hear it in the check-ins, months earlier." How Decided helps:
Attrition and burnout land on your desk. The cause usually sits in someone else's org: a decision nobody makes, or a blocker a manager can't raise.
Clara asks every team about the work each week. When a team is worn down, you see what's behind it, months before the exit interview tells you.
When the morale problem is really a stuck decision, you bring the decision and who owns it. The fix goes to the leader who can make it, not back to the People team.
A manager wants someone out for missing the target. If the target changed three times, letting them go is an expensive mistake and a legal risk. See what changed and what blocked the team before anyone signs.
Clara has a short voice check-in with your leaders, managers and other key people every week. Before the first one, you and leadership agree on who sees what. Decided puts the answers together and shows you patterns across teams.
Team by team, you see who is working on the plan and who is waiting on something. Patterns across teams, never one person's answers.
Which teams are worn down, what's behind it, and who each decision is waiting on. You walk in with the cause, not a survey score.
At the next check-in Clara asks if the decision was made and whether the team felt it. A blocker stays open until its owner closes it.
Two people had left the growth team, and the survey gave no reason. The check-ins showed why: a roadmap call stuck since the reorg. The Head of People took it to the CEO, who made the call that week. Nobody else left.
A new layer of managers was absorbing problems they didn't feel they could raise. Clara asked each of them what was blocked, the owners heard it directly, and the People team coached from the pattern, not from scores.
The people deciding whether to stay are deciding now. Next quarter the survey will give you a lower score. It won't tell you which decision they were waiting on, or who could have made it.
No. Check-ins are announced, not hidden. Everyone hears who sees what before the first one.
No. Leadership sees patterns across teams, under the rules you agree on before the first check-in.
Decided doesn't score or rank anyone and doesn't make decisions about people. How the output may be used is part of the rules people hear up front.
No. Decided doesn't record or score individuals. It shows what each team was asked to do, what changed and what blocked it, so the company checks its own side before it blames a person.
Nobody can promise that. What you control is whether people know where their words go, and they hear it before the first check-in.
With one team you can't afford to lose, a group of new managers, or a reorg. One round of check-ins, one brief, then you decide.
One call to pick the team and agree on who sees what. Then you hear what's wearing people down while you can still fix it.
