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engagement that shows up in retention

engagement read as live signals, mood, feedback, recognition, growth, and acted on months before a resignation letter, in the flow of everyday work.

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the challenge today

most of your workforce today is quietly disengaged

resignations only confirm what the signals said all along. Gallup puts disengagement's global cost at $438 billion a year, and none of it shows up in a lagging report while there's still time to act.

month 2: sentiment dips in mood meter month 3: check-ins stop month 4: no growth conversation logged nudge: manager coach-in + growth path unseen: resignation seen early: retained
risk left unseen risk seen and acted on signals entomo reads

swap every lagging measure for a leading one

laggingthe exit interview explains why they left
leadinghyper-personalized mood meters read how people feel while they're still here
laggingthe annual survey, reported a quarter later
leadingAI-templated pulses with analysis per topic, and completion-tracked actions on every finding
laggingattrition rate, counted after the fact
leadingattrition risk flagged early, signal by signal, to the one manager who can change it
laggingrecognition saved up for the annual awards night
leadingkudos and rewards in the flow of work, the week the work happened

the engagement loop, in the flow of work

not an annual program. four instruments running continuously, with the Sentiment Analysis Agent reading the signals underneath.

sense

gen-AI mood meters and pulse surveys tuned to each person; sentiment and tone read across feedback by the Sentiment Analysis Agent.

understand

survey analysis by topic and team, engagement health and manager-quality signals surfaced to the leaders who own them.

act

nudges route each finding to its owner: a coach-in to schedule, a growth conversation to have, an action plan tracked to completion.

reinforce

kudos, contests, and rewards keep contribution visible; mentorship and interest hubs keep people connected to their next step.

retention that shows up in the annual report

50% reduction in employee attrition at an Indonesian conglomerate, alongside 95% of employees publishing scorecards
Through the successful implementation, entomo has helped us shift to a meritocracy-based, agile organization. It has aligned our business objectives and engaged our people through meaningful interventions. Swasono Satyo, Chief Human Resources Officer, Sinar Mas Group
15% higher employee satisfaction at Graas after self-service rollout +7.99% company-wide satisfaction at Sinar Mas 16% higher training participation in the same program

fair questions about reading people signals

is this surveillance?

No. The signals are things employees choose to share: mood check-ins, survey responses, feedback, recognition, and their own goals. Access is governed down to the individual on an ISO/IEC 27001:2022 certified platform, and the output is support routed to a manager, not a score on a wall.

what stops this being another ignored survey tool?

Action tracking. Every finding becomes a nudge with an owner, and the platform measures completion, so "we heard you" turns into something people can see. That loop is why scorecard publication hit 95% at Sinar Mas.

how do managers keep up with the signals?

They don't have to watch dashboards. Signals arrive as specific, timed nudges: this person, this conversation, this week. Manager-quality metrics also show leadership which teams need coaching support, not just which need pizza.

does engagement connect to growth and pay?

Directly. The same platform runs goals, skills, and recognition, so a flagged risk can be answered with the things that actually retain people: a growth path, a gig, a mentor, a fair review. see internal mobility →

further reading

related solutionemployee engagement platformcontinuous employee engagement and culture: agentic intelligence that listens to your workforce, celebrates contributions and surfaces signals for leaders. related solutionemployee wellbeing intelligenceprotect your people's wellbeing: agentic intelligence that senses wellness signals early, nudges proactively, and acts before stress becomes attrition. from the blogburnout is a job design problem, not a resilience problemthe evidence points at demands, resources and control, yet most organisations respond by measuring how well people cope with them. case studyASEAN telecom: 350%+ productivity in 100 daysone of ASEAN's largest telecoms: democratised insights and gamification for accelerated productivity across 24,000-plus employees.

see the signals while there's still time

engagement intelligence on the platform behind millions of users, Forrester-validated at the platform level.

read your engagement signals →