Retention, one high-potential employee at a time
Individual coaching for high-potential employees. The ones you’ve already invested in and genuinely don’t want a competitor to hire away.
Why high-potential employees leave despite investment
Retention usually breaks down between the promotion and the promise, not at the offer letter.
Investment without a growth conversation
Companies fund training for high-potential staff but rarely give them a structured space to talk through their trajectory.
Manager visibility undermines trust
Coaching that reports back to the manager stops being a safe space fast.
No mechanism to identify who's actually at risk
High-potential employees quietly disengage well before an exit interview reveals why.
How this plays out on the ground
- Confidential 1:1 coaching focused on growth and career pathing
- Alignment sessions with the employee’s manager on development goals
- A defined coaching arc with a clear start and end date
Who this is for
High-potential individual contributors and first-time team leads whose growth, and retention. Is worth a direct investment beyond standard training.
How we deliver this, step by step
Typical engagements run 6 to 12 weeks from kickoff to first measured outcome, depending on scope.
Discover & Scope
A working session to map the outcome you need against your current baseline.
Design & Deliver
A customised program built to your context, not a generic template.
Measure & Extend
90-day outcome tracking, then a plan to scale what worked.
Coaching aimed at stronger day-to-day people leadership. Synergy Tech and Microbanker's managers worked on delegation, 1:1 coaching habits and feedback delivery. The specific behaviors their team had flagged as missing. See the full case →
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Common questions
How do we identify who gets employee coaching?
Typically through your existing high-potential or succession-planning process. We’re flexible on criteria, but recommend a clear, consistent selection process.
Does the manager get visibility into sessions?
Session content stays confidential; we do run periodic alignment check-ins on development goals with the manager, with the employee’s knowledge.
How is pricing structured for employee coaching?
Pricing is based on how many employees are enrolled and the length of the coaching cycle, typically quoted per cohort rather than per person. We give you a fixed quote once we know your headcount and goals.
What happens if the coaching relationship isn't the right fit?
We rematch at no extra cost. Fit matters more to outcomes than almost anything else, and we treat it that way.
Give your rising talent a coach, not just another training day
Tell us which roles you're investing in and we'll match coaches to the specific challenges those employees are facing.