Reflection works.

See your team clearly.
Weeks before the numbers do.

Thirty seconds a day, per person. Their own honest reflections surface the team's real conditions, early enough to act. No new survey. No extra meeting.

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You see the team, never the individual: a person doing their daily Clover ERA reflection at home.
3M+
LinkedIn impressions on the manager problem
Available atamazon
Authors
of The Trillion Dollar Problem and Already Gone
FORTUNE 500
20+ years
inside Fortune 500 transformations

Ten weeks in, her boss noticed her team had changed. Nobody asked him to look.

Senior Director, PMO. 350-person manufacturer. Anonymised.

First, the honest bit

Nobody checks out on the day they resign.

They go quiet weeks earlier, and the survey is always last to hear about it. Good quarters hide it best. Sixty seconds and six honest reads, and you catch it before it's out of your hands.

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A sixty-second read on your team.

Tap through it right here. The manager's read, in under a minute.

how it works

Most tools stop at noticing.

This one closes the loop on a single person in six days, on the six conditions behind it.

Notice

One tapped question a day about your own work. Thirty seconds. No typing, no blank page.

Act

One micro-action matched to your answer. Small, specific, doable today rather than someday.

See it move

The six-day snapshot shows whether the pattern actually shifted. You see the change, not a streak.

Six days later

Here's what six days changed.

Most tools hand you a chart and call it insight. This sets the same snapshot a week apart, so one read tells you whether anything moved.

Day 1, the read

Your reflection flagged that the work had stopped challenging you.

The move

One action. You asked for the piece no one wanted.

Day 6, the proof

Six days on, you'd taken it on. The week felt like yours again.

for teams

Where the team is slipping, before the numbers say so.

The same six things that keep a person, read at team level. No individual is ever named or scored.

Clover ERA Team Health Score dashboard: a 71.54% overall score with a four-week trend and 38 responses, and the six CLOVER dimensions (Communication, Learning, Opportunities, Vulnerability, Enablement, Reflection) each scored.
🔒Team-level only. No individual is named, scored, or tracked. Retention is the outcome, never the surveillance.

the action hub

Not just a dashboard. Small incremental actions each week.

Drawn from an extensive library of over 100 worksheets and 2300 micro actions. You act on them, you don't just stare at them.

Vulnerability

Open the next retro with your own miss

Safety is thinning. One leader being honest first is what resets it, faster than any policy.

To try
Communication

Add a why-line to the next change you pass on

The team is hearing decisions late and without the reasoning. A single sentence of context closes most of that gap.

In progress
Enablement

Hand one stalled decision back to the team

Too much is routing through you. Pick one call this week and let them make it, then back what they choose.

To try

Start with yourself. Bring it to your team.

The app is free and it's yours. When it clicks, the team platform shows the same care at team level. One person, then a team, then the place people stop leaving.

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