Your teams are being asked to perform before they've become a team.
Companies that relocated to South Florida carry a specific wound that mostly goes untreated: relocation-triggered cohesion fracture. In plain terms, moving breaks teams apart.
Transplants
People who followed the company and left their networks, routines, and support systems behind.
New local hires
Talented people with no shared history, asked to move fast with colleagues they barely know.
Remote holdouts
Team members who stayed put, connected to the new office only through a screen.
Built for organizations in transition.
We work with teams that have
- Scaled rapidlyGrown faster than trust could form
- Been stretchedAsked to perform at a level their cohesion can't yet support
- MergedTwo histories asked to act as one
And with the people who lead them
- CHROs & VPs of People & CultureAccountable for retention and cohesion
- L&D Directors & OD LeadersSeeking development with measurable team results
- Team LeadersCarrying targets their team isn't yet built to hit
- High-Potential EmployeesThe Evolvers, the people most expensive to lose
The ROI Calculator
Adjust cohort size, average salary, retention lift, and program cost to model your scenario. All value figures come from your own numbers.
Retention lift is the share of expected departures the program prevents. Cohorts in transition typically lose about 20% of their people in a year; a 25% lift means one in four of those would-be exits stays instead.
Model assumptions: 20% baseline annual attrition for cohorts in transition; replacement cost at 100% of salary; productivity gain at 25% of salary over one year across the cohort. Verified against your own HRIS data at baseline and 12 months.
Utilize internal Anchors in transformation.
Take interdependence seriously.
If your team has relocated, merged, or scaled past its cohesion, let's talk about what one annual cycle would look like, for your people and your organization at the same time.
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