$1.3 Trillion in US Attrition Cost
By 2026, voluntary turnover will cost US employers $1.3 trillion annually. Replacing talent drains budgets and disrupts teams.
For People Leaders
Predict Attrition Before Resignation Letters Arrive
Surface flight risk early with mood, feedback, and recognition signals.
The Challenge
Attrition Costs More Than You Think. And You Often See It Too Late.
Only 25% Feel Appreciated and Engaged
Three out of four employees do not feel fully appreciated or engaged. Recognition gaps are a leading predictor of flight risk.
51% Are Watching or Actively Seeking
Over half of employees are either watching job boards or actively seeking new roles. Many leave before you know they are at risk.
Exit Interviews Reveal Problems Too Late
By the time someone sits down for an exit interview, they are already gone. You need early signals, not post mortems.
How Pulsewise Helps
Support Over Surveillance
Pulsewise combines signals to surface risk early. Managers get clarity to intervene with care, not control.
Multi-Signal Risk Detection
Mood trends, feedback sentiment, goal stalls, and recognition gaps flow into one view. No single signal tells the whole story. Combined, they surface who might need support.
Retention Early Warning
AI identifies at-risk individuals and teams by analyzing patterns across signals. Managers see who needs attention before resignation letters arrive.
Manager Action Plans
Personalized intervention suggestions for each risk signal. Check in on mood, celebrate a goal, or send recognition. Clear next steps, not vague alerts.
By the Numbers
Why Early Signals Matter
$1.3T Annual US attrition cost by 2026
2.8x More connected with weekly recognition
14.9% Lower turnover with strength-based feedback
44% Cite burnout as reason for leaving
How It Works
From Signals to Support
Signals Flow Continuously
Mood check-ins, feedback, kudos, and goal progress flow into Pulsewise. No surveys to chase. People share when it fits their rhythm.
AI Surfaces Risk Patterns
Combined signal analysis identifies who might need support. Mood dips plus feedback gaps plus stalled goals paint a clearer picture than any single metric.
Intervene With Clarity
Managers get nudges and action plans tailored to each risk signal. Check in, celebrate, or recognize. Support your people before they decide to leave.
Signals
What early warning signals does Pulsewise surface?
Five signal types help you catch disengagement before it becomes a resignation letter.
ESS Decline Patterns
Consecutive drops in intent-weighted satisfaction scores trigger automatic alerts to managers.
DailyMood Drift
Sustained low mood over 5+ days flags individuals or teams that may need a check-in.
Negative Forensic Themes
Rising frustration, fairness, or workload themes in open-ended comments surface before scores move.
Participation Drop-offs
When people stop responding to surveys or mood check-ins, silence itself is the loudest signal.
Goal Stagnation
Goals with no progress updates for 2+ weeks correlate with disengagement and quiet quitting.
Unified intelligence
How Pulsewise Connects the Dots
Point tools hide how one metric ties to the rest. Pulsewise joins surveys, DailyMood, forensic feedback, kudos, and goals so retention reads as one coherent story.
Survey ESS + DailyMood = sentiment baseline
ESS anchors engagement by department and period. DailyMood adds trend between waves. Pulsewise correlates both so every dip gets useful context.
Feedback forensics = specific pain points
Forensic feedback maps comments across 12+ dimensions with intent-weighted scoring. You see which themes cluster and turn a risk flag into a clear agenda.
Kudos frequency = recognition gap detection
Falling kudos for people or teams is a first-class signal next to mood and goals. Pulsewise highlights gaps so managers can close them fast.
Goal progress = alignment and momentum
Auto roll-up progress shows stuck or misaligned work. When stalls match forensic themes on workload, Pulsewise weights that mix so you fix root causes.
Manager 1-on-1 board = one place to see it all
The 1-on-1 board shows ESS, DailyMood, forensic highlights, kudos, and goals per direct report. People Leaders get org roll-ups from the same connected data.
FAQ
Common Questions
How accurate is the prediction?
Pulsewise combines multiple signals (mood, feedback, goals, recognition) rather than relying on a single metric. Risk scores reflect patterns that correlate with attrition. They are early indicators to support people, not guarantees. The goal is to surface who might need a conversation, not to label anyone.
Is risk data private?
Yes. Risk signals are visible only to managers with the right permissions. We never sell or share your data. Pulsewise is built for support, not surveillance. The focus is on helping managers reach out with care.
Are alerts actionable?
Yes. Each risk signal comes with suggested actions. Check in on mood, celebrate a goal, or send recognition. Managers get clear next steps, not vague warnings. The goal is to make it easy to support people before they decide to leave.
Does it integrate with our HR tools?
Pulsewise works alongside your existing HR stack. We pull in engagement and people data where integrations exist. The platform is designed to layer intelligence on top of what you already use, not replace it.
What is the difference between ESS and DailyMood for retention?
ESS (Employee Sentiment Survey) gives you structured engagement scores you can slice by department and time period. DailyMood captures lightweight, frequent mood signals that show momentum between survey waves. Together they form a baseline: ESS shows where you stand relative to benchmarks, DailyMood shows whether sentiment is improving or eroding this month. Pulsewise surfaces both on the manager 1-on-1 board when risk patterns appear.
How does feedback forensics help before someone gives notice?
Forensic feedback maps comments to 12+ dimensions so you see specific pain points, not just a lower score. When participation drops or themes cluster around clarity, workload, or recognition, those signals compound with mood and goals. Managers get suggested actions tied to the themes Pulsewise detected, for example a check-in about priorities or a timely kudos, instead of generic "reach out" alerts.
Can we see recognition frequency alongside attrition risk?
Yes. Kudos and recognition events feed the same intelligence layer as surveys and goals. When recognition frequency declines for a person or team while mood or ESS softens, Pulsewise weights that pattern in its early warning view. People Leaders see the gap between contribution and appreciation before it hardens into disengagement.
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