Results

How Agena reduced employee churn by 60% in 6 months

Sprint Valley helped Agena shift performance by uncovering the behaviours driving attrition and designing low-risk tests to address them.

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Improvement in Churn

Frontline attrition improved in just 4 months

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Boost in Productivity

Wardens stayed longer, performed better, and progressed faster

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Industry Awards

Winner of three Employee Experience Awards

Results

How Agena reduced employee churn by 60% in 6 months

Sprint Valley helped Agena shift performance by uncovering the behaviours driving attrition and designing low-risk tests to address them.

0

0

%

Improvement in Churn

Frontline attrition improved in just 4 months

0

0

%

Boost in Productivity

Wardens stayed longer, performed better, and progressed faster

0

0

Industry Awards

Winner of three Employee Experience Awards

Results

How Agena reduced employee churn by 60% in 6 months

Sprint Valley helped Agena shift performance by uncovering the behaviours driving attrition and designing low-risk tests to address them.

0

0

%

Improvement in Churn

Frontline attrition improved in just 4 months

0

0

%

Boost in Productivity

Wardens stayed longer, performed better, and progressed faster

0

0

Industry Awards

Winner of three Employee Experience Awards

Reducing attrition backed by behavioural insight

Reducing attrition backed by behavioural insight

Reducing attrition backed by behavioural insight

We worked with Agena Group, the UK’s leading parking operator, as they faced a growing employee retention challenge. With over 100 wardens across the UK and a 158% annual attrition rate, the team was stuck in a cycle of constant rehiring and firefighting. Leadership had tried everything—but nothing changed. That’s where we came in.

Talk to an expert

Talk to an expert

Talk to an expert

Meet the team

Meet the team

Meet the team

Tackling a problem no pay rise could fix

Tackling a problem no pay rise could fix

Tackling a problem no pay rise could fix

Back in 2004, parking wardens were named the UK’s most hated profession—beating even bankers, telemarketers, and politicians. We don’t know where they rank today, but we do know this: until recently, the average tenure of a warden at Agena Group, the UK’s leading parking operator, was just two months.

HR teams were trapped in a constant cycle of hiring.

Every year, they were hiring more than one-and-a-half times their entire workforce.

And despite experimenting with new management structures and offering financial incentives, nothing worked.

The board’s question to us was: Is this as good as it gets?

Shifting performance through small, measurable experiments

We worked with Agena’s leadership team to tackle a challenge no one had been able to shift: unsustainable churn in their frontline workforce.

Talk to an expert

Meet the team

Phase 1: Understand

Rather than relying on surveys or assumptions, we went to the source, job-shadowing wardens, conducting diary studies with new starters, and listening closely to understand why people leave.

Then, using our behavioural insight process, we uncovered 12 critical friction points—subtle, often invisible blockers that were eroding trust, confidence, and motivation on the job.

Phase 2: Experiment

From there, we worked together with wardens and the leadership team to co-design low-risk experiments.

In less than 60 days, our test & learn programme, launched five small, testable experiments to understand what worked live in the field.

Phase 3: Scale

As results came in, we helped the team adapt quickly and scale what worked. Managers were equipped with the tools, confidence, and clarity to own the changes and continue to improve.

Shifting performance through small, measurable experiments

We worked with Agena’s leadership team to tackle a challenge no one had been able to shift: unsustainable churn in their frontline workforce.

Talk to an expert

Meet the team

Phase 1: Understand

Rather than relying on surveys or assumptions, we went to the source, job-shadowing wardens, conducting diary studies with new starters, and listening closely to understand why people leave.

Then, using our behavioural insight process, we uncovered 12 critical friction points—subtle, often invisible blockers that were eroding trust, confidence, and motivation on the job.

Phase 2: Experiment

From there, we worked together with wardens and the leadership team to co-design low-risk experiments.

In less than 60 days, our test & learn programme, launched five small, testable experiments to understand what worked live in the field.

Phase 3: Scale

As results came in, we helped the team adapt quickly and scale what worked. Managers were equipped with the tools, confidence, and clarity to own the changes and continue to improve.

Shifting performance through small, measurable experiments

We worked with Agena’s leadership team to tackle a challenge no one had been able to shift: unsustainable churn in their frontline workforce.

Talk to an expert

Meet the team

Phase 1: Understand

Rather than relying on surveys or assumptions, we went to the source, job-shadowing wardens, conducting diary studies with new starters, and listening closely to understand why people leave.

Then, using our behavioural insight process, we uncovered 12 critical friction points—subtle, often invisible blockers that were eroding trust, confidence, and motivation on the job.

Phase 2: Experiment

From there, we worked together with wardens and the leadership team to co-design low-risk experiments.

In less than 60 days, our test & learn programme, launched five small, testable experiments to understand what worked live in the field.

Phase 3: Scale

As results came in, we helped the team adapt quickly and scale what worked. Managers were equipped with the tools, confidence, and clarity to own the changes and continue to improve.

Reframing retention as a performance lever

Reframing retention as a performance lever

Reframing retention as a performance lever

The impact of this work was significant:

Churn dropped by 60% — from 158% to 88% in just four months

Productivity increased by 10%, as teams stayed longer and performed better

A new ‘test and learn’ culture emerged across operations and HR

The project won three national awards, including Overall Winner at the 2025 Employee Experience Awards

HR shifted from firefighting to future-building, unlocking time and energy for strategic initiatives

This is what it looks like when behavioural science meets fast, field-led experimentation.
A small set of practical changes — co-designed and tested with the people doing the work — reshaped how the business thinks about experience, retention, and performance.

If you're facing a problem metric that just won’t move, we’d love to help you test what works.