Most resignations are the end of a process that started months earlier. The signal was there - in how someone talked about their work, what they stopped volunteering for, the questions about career development that nobody took seriously. VentEcho makes that signal visible before it is too late to act.
Book a conversationReplacing a mid-level employee costs, on average, between six months and a year of their salary when you account for recruitment, onboarding, and lost productivity during the transition period. For a specialist or a person with significant institutional knowledge, the real cost is often higher.
Most of that cost is avoidable - if the organisation had known six or eight weeks earlier that the person was disengaging. Not to prevent every resignation, but to act on the ones that were driven by something fixable.
"The exit interview is too late. By then, they've already accepted another offer. The conversation that might have changed something needed to happen three months earlier."
Pre-exit signals are not dramatic. They are subtle shifts in tone - concerns about growth opportunities, questions about fairness, comparisons to what employees at other organisations experience. Left unanswered, they harden into decisions.
"I've been in this role for two years and haven't had a proper career development conversation. I don't know if there's a path forward here for me."
Category: Career development - Flagged as: Retention risk - Weeks to typical exit if unaddressed: 16-20"Friends at similar companies are getting salary reviews. We haven't had one mentioned and the cost of living has gone up significantly. Starting to feel like the company doesn't notice."
Category: Compensation - Flagged as: Retention risk - Weeks to typical exit if unaddressed: 8-12"I've been offered a role elsewhere. I haven't accepted yet because there are things I value here. But the offer is significantly better. I wanted someone to know before I made a decision."
Category: Pre-exit - Flagged as: Urgent retention risk - Weeks to typical exit if unaddressed: 2-4Employees who are genuinely undecided sometimes want someone to know - not to be talked out of leaving, but to feel that the organisation cares enough to engage. An anonymous channel gives them a way to signal that without the awkwardness of a direct conversation they are not ready to have.
VentEcho flags pre-exit signals as a specific category. HR can act - proactively, confidentially, and without making the employee feel their anonymity has been compromised.
You probably have a sense of it. VentEcho gives you something more reliable than instinct - and earlier than the exit interview. We would like to understand how retention risk shows up in your organisation. 30 minutes. No obligation.