Services
Bridging the Gap Between the Culture You Intend and Your Employees' Experience
It's common for valuable team members to quietly disengage and eventually leave, citing surface-level reasons like a "better offer." The truth is, the positive culture you've worked to build is frequently undermined by subtle yet deeper systemic issues.
These are the common drivers of that disconnect:
  • Unsupported Managers: Leaders who genuinely want to inspire but lack the tools to effectively foster growth and meaningful engagement.
  • Lack of Recognition: Employees begin to feel that their contributions are unseen, leading them to feel consistently unvalued.
  • Stalled Career Growth: A shortage of clear opportunities for advancement or essential skill development.
Ultimately, this disconnect is what drives your top talent away, creating significant, hidden costs that impact your entire organization.
Find Out Why They're Leaving BEFORE They Quit
Most leaders genuinely believe they'd know if a valued employee was considering leaving. The reality is far more concerning. Here's what employees report about their experience before they quit:
45%
of employees who voluntarily leave report that no manager or leader proactively discussed their job satisfaction, performance, or future with the organization in the three months before they quit.
17%
Only 17% had a conversation about what it would take for them to stay
70%
of preventable turnover is driven by how employees are managed daily not compensation.
Source: Gallup, 2024
The Solution
The conversations that could save your best people aren't happening. We make sure they do before it's too late.
Through confidential stay interviews with 10-15 of your team members and an anonymous company-wide survey, we uncover what your employees won't tell you directly. Then we translate that into a clear, prioritized action plan you can execute immediately.
What you'll receive:
  • Written analysis of stay interview themes and insights
  • Company-wide engagement survey results with data breakdown
  • 90-minute leadership presentation with findings
  • Root cause analysis of your retention risks
  • Prioritized 30/60/90-day retention roadmap with specific actions
The bottom line: Replacing just 2-3 employees costs $60K-$300K in recruitment, lost productivity, and team disruption. This investment gives you the clarity to fix the real issues driving turnover, before your best people start looking elsewhere. Companies that act on these findings within 90 days typically see a 10:1 return on investment.
The Complete Process
Assessment & Strategy Phase
We diagnose your retention challenges through stay interviews and employee surveys, then deliver a leadership presentation with root cause analysis and a prioritized 30/60/90-day action plan. You'll know exactly what's driving turnover and how to fix it.
Weeks 8 - 10 weeks
Implementation Support
Bi-weekly check-ins, progress tracking, and course corrections as you execute the plan.
Based on Client-Timeline
Investment:
Assessment & Strategy Phase starts at $5,500 (pricing scales with company size). Maximize your results by adding Implementation Support for $2,750—you'll get 12 weeks of bi-weekly coaching to turn your roadmap into measurable retention wins.
Frequently Asked Questions
Will employees be honest in stay interviews?
Yes, because I'm a third party. They trust me more than internal HR or leadership. I guarantee confidentiality, and only high-level themes are shared when teams are small. This creates the psychological safety needed for honest conversations.
What if the survey reveals we need to fire a manager?
That insight gives you the clarity and confidence to take action. It’s far better to uncover the truth than lose strong performers to one ineffective leader. Addressing poor management is often the biggest driver of retention.
How do we measure success?
Track turnover rate, engagement scores, internal promotions, time-to-fill open roles, employee referrals, and (most importantly) retention of your identified top performers. We'll establish baseline metrics and quarterly check-ins.
What if people say they're leaving because of pay?
We dig deeper. "Pay" is often code for "I don't feel valued" or "I can make more AND get better culture/growth elsewhere." Through stay interviews, we uncover the real drivers behind compensation concerns.
Can we do this without leadership buy-in?
No. If leadership isn't willing to act on the findings, don't do this project. It'll make things worse because employees will see nothing changes. This requires commitment to action, not just insights.
Take Action Today
Schedule a Discovery Call
Let's talk about your retention challenges and build a plan that actually works. No pressure, no obligation—just an honest conversation about whether this approach fits your needs.
Free Resource
Download: "The 10 Warning Signs Your Team Is Quietly Job Hunting"
Get this free checklist to see where you stand. Identify red flags before they become resignations. No call required.
Sources: FasterCapital. (n.d.). The Impact of Employee Turnover on Cost Driver Rates. Click Boarding. (n.d.). How long does it take for a new employee to be productive? Retrieved October 18, 2025 Visier. (2023, October 10).
About Golden Thread Strategies
Golden Thread Strategies (GTS) helps growing organizations turn people strategy into a business advantage. Led by Adrienne Majcina, SHRM-CP, GTS partners with executives and founders to design HR systems that prevent crises, strengthen culture, and scale with growth without the overhead of a full-time HR team. From manager training to change management and project leadership, GTS equips teams to lead with clarity and confidence.
Connect with Adrienne on LinkedIn:https://www.linkedin.com/in/adriennemajcina/
Golden Thread Strategies is located in Greenville, SC