Use Cases

Reduce your employee churn

Fix the real reasons people leave, and build a workforce that wants to stay.

Use Cases

Reduce your employee churn

Fix the real reasons people leave, and build a workforce that wants to stay.

Use Cases

Reduce your employee churn

Fix the real reasons people leave, and build a workforce that wants to stay.

Keep losing good people?

Keep losing good people?

Keep losing good people?

Too often, functional teams don’t know what the new direction means for them. Departments interpret it differently — or not at all — and the change you counted on never quite takes hold.

You’ve tried the usual moves

You're losing good people faster than you'd like and it’s draining time, energy and budget.

You’ve tried the fixes: salary reviews, engagement surveys, retention bonuses.

But nothing’s really stuck.

Why? Because most solutions address the symptoms, not the system.

People rarely leave because of a single issue. It’s usually the accumulation of small, unresolved problems in the day-to-day.

The work feels harder than it should. Processes break down.

Feedback loops are missing. The belief that things will change falters.

When people don’t feel heard, supported, or set up to thrive, leaving becomes the most rational choice they can make.

By the time they’ve handed in their notice, it’s already too late to fix it.

We help you find the breaks in the system and fix them before your best people walk.

What's the solution?

Do employee engagement differently.

Do employee engagement differently.

Do employee engagement differently.

At Sprint Valley, we help you engage employees and reduce churn by going where the problem actually lives: the daily experience of your teams.

Talk to an expert

Talk to an expert

Talk to an expert

Meet our Team

Meet our Team

Meet our Team

Uncover common friction points

Co-design solutions with your employees, not for them

Uncover common friction points

Co-design solutions with your employees, not for them

Uncover common friction points

Co-design solutions with your employees, not for them

Bring real insights into strategy

Bring insight from the frontline into strategic decisions.

Bring real insights into strategy

Bring insight from the frontline into strategic decisions.

Bring real insights into strategy

Bring insight from the frontline into strategic decisions.

Co-design solutions

Bring your employees into the process to design solutions with them, not for them.

Co-design solutions

Bring your employees into the process to design solutions with them, not for them.

Co-design solutions

Bring your employees into the process to design solutions with them, not for them.

Run live tests

Run live tests so you learn what works in weeks — not quarters — to build fast, lasting momentum.

Run live tests

Run live tests so you learn what works in weeks — not quarters — to build fast, lasting momentum.

Run live tests

Run live tests so you learn what works in weeks — not quarters — to build fast, lasting momentum.

Improve employee retention in weeks, not months

Improve employee retention in weeks, not months

Improve employee retention in weeks, not months

We create the conditions for change, then guide your teams through it.

Human-Centred Research

Surface what your people really think in a way an employee pulse survey never could.

Meet our researchers

Human-Centred Research

Surface what your people really think in a way an employee pulse survey never could.

Meet our researchers

Human-Centred Research

Surface what your people really think in a way an employee pulse survey never could.

Meet our researchers

Behavioural Science

Shift the habits, biases and blockers that undermine retention.

Learn more about our Behavioural Science approach

Behavioural Science

Shift the habits, biases and blockers that undermine retention.

Learn more about our Behavioural Science approach

Behavioural Science

Shift the habits, biases and blockers that undermine retention.

Learn more about our Behavioural Science approach

Strategic Facilitation

Build alignment fast, across regions, functions and departments.

Learn how we help unlock decisions

Strategic Facilitation

Build alignment fast, across regions, functions and departments.

Learn how we help unlock decisions

Strategic Facilitation

Build alignment fast, across regions, functions and departments.

Learn how we help unlock decisions

The Result?

The Result?

The Result?

Buy-in from the people who matter. And decisions your leadership team can stand behind.

Reduced employee churn by 70% in 6 months

Reduced employee churn by 70% in 6 months

Reduced employee churn by 70% in 6 months

In 2023, their turnover rate for field staff was a staggering 158%. They were rehiring their entire warden team more than one and a half times every year.

They’d already tried it all: financial incentives, welcome bonuses, new training programmes, re-orgs. Nothing worked.

Our brief? Reduce attrition by 20% in 12 months.

What happened? Attrition dropped by 70% in 4 months — from 158% to 88%. The average tenure more than doubled. And the conversation at the board level shifted from firefighting to future-building.

Talk to an expert

Talk to an expert

Talk to an expert

Meet our Team

Meet our Team

Meet our Team

Industries differ. Human behaviour doesn’t.

Industries differ. Human behaviour doesn’t.

Industries differ. Human behaviour doesn’t.

When smart people try their best to do their jobs inside broken systems, they either adapt, withdraw or leave. That’s why understanding human behaviour is the key to reducing churn.

The causes are surprisingly similar

Unclear expectations

A feeling of disconnection from leadership

A perceived inability to influence the way work is done

We’ve seen high churn in logistics, legal, energy, retail, healthcare, and tech. The language is different. The job titles are different.

We don’t start with assumptions about your industry. If there were a playbook for this, you’d already be using it.

We start with what your people are actually experiencing and build change from the inside out.

That’s why our method works whether you're managing field teams, call centres, retail staff or digital specialists. We help you fix the friction so people stop looking for a way out and start seeing a future where they are.

Frequently Asked Questions

If you can’t find what you need to below, then just view our other services or get in touch.

Talk to an expert

How is this different from other employee retention strategies we’ve tried?

If you’ve run engagement surveys, refreshed onboarding, or rolled out incentives, you’ve already done what most companies do first.

What makes this different is the kind of research we use and what it’s designed to uncover.

Surveys give you a snapshot in time. But they only answer the questions you ask, which means they often miss what people aren’t saying — or haven’t been asked.

We use richer, more human methods like video diaries that reveal what’s happening in the day-to-day. Not just what people think in a given moment, but how they feel, what they’re navigating, and where small frustrations are building up.

What is a video diary, and how does it help reduce employee churn?

A video diary is a lightweight research tool that lets us gather honest, unfiltered input from employees in their own time and words.

We send a short daily or weekly prompt (usually via WhatsApp) and participants respond with a selfie-style video. Our researchers review each entry and can follow up with additional prompts to go deeper where needed. Unlike surveys or interviews, it builds trust over time so we go deeper than more typical research methods.

We then analyse the videos using behavioural frameworks to spot patterns, uncover root causes, and surface the moments that matter most in the day-to-day experience.

How would this employee retention approach work in our organisation?

We start by understanding your structure, your pressure points, and what’s already been tried. Then we build a tailored programme to uncover what’s really going on and where to focus first.

Want to see what this could look like for you? Let’s have a conversation, and we’ll map it together.

How long does a typical project take to show results?

In most cases, clients are testing real interventions within 30–60 days from the start of the project.

You won’t be left with a 90-page report. You’ll be left with field-tested changes and a clear roadmap for scaling what works.

What are some real examples of interventions that help retain employees?

We don’t arrive with pre-baked answers — we co-create them with your teams. But here are some examples we’ve helped clients implement:

  • Giving field teams real-time feedback loops to learn and improve

  • Redesigning broken handovers between teams to reduce daily friction

  • Creating peer-led learning sessions that replace one-way training

  • Introducing small changes that improve fairness, visibility, or trust — all key drivers of retention


Does this only work for frontline roles?

Not at all. While we’ve seen strong results with field and customer-facing teams. Remember,

this isn’t about the job title, it’s about human behaviour. Wherever people feel overwhelmed, unseen or stuck, this work unlocks new momentum.

Who do you usually work with inside the business?

We typically partner with the senior leadership team close to the churn challenge and with the remit to do something bold about it.

That said, our process is designed to align stakeholders across levels. We’ll work with your executives, team leads, and employees to ensure that insights are turned into action and that action leads to measurable change.

Frequently Asked Questions

If you can’t find what you need to below, then just view our other services or get in touch.

Talk to an expert

How is this different from other employee retention strategies we’ve tried?

If you’ve run engagement surveys, refreshed onboarding, or rolled out incentives, you’ve already done what most companies do first.

What makes this different is the kind of research we use and what it’s designed to uncover.

Surveys give you a snapshot in time. But they only answer the questions you ask, which means they often miss what people aren’t saying — or haven’t been asked.

We use richer, more human methods like video diaries that reveal what’s happening in the day-to-day. Not just what people think in a given moment, but how they feel, what they’re navigating, and where small frustrations are building up.

What is a video diary, and how does it help reduce employee churn?

A video diary is a lightweight research tool that lets us gather honest, unfiltered input from employees in their own time and words.

We send a short daily or weekly prompt (usually via WhatsApp) and participants respond with a selfie-style video. Our researchers review each entry and can follow up with additional prompts to go deeper where needed. Unlike surveys or interviews, it builds trust over time so we go deeper than more typical research methods.

We then analyse the videos using behavioural frameworks to spot patterns, uncover root causes, and surface the moments that matter most in the day-to-day experience.

How would this employee retention approach work in our organisation?

We start by understanding your structure, your pressure points, and what’s already been tried. Then we build a tailored programme to uncover what’s really going on and where to focus first.

Want to see what this could look like for you? Let’s have a conversation, and we’ll map it together.

How long does a typical project take to show results?

In most cases, clients are testing real interventions within 30–60 days from the start of the project.

You won’t be left with a 90-page report. You’ll be left with field-tested changes and a clear roadmap for scaling what works.

What are some real examples of interventions that help retain employees?

We don’t arrive with pre-baked answers — we co-create them with your teams. But here are some examples we’ve helped clients implement:

  • Giving field teams real-time feedback loops to learn and improve

  • Redesigning broken handovers between teams to reduce daily friction

  • Creating peer-led learning sessions that replace one-way training

  • Introducing small changes that improve fairness, visibility, or trust — all key drivers of retention


Does this only work for frontline roles?

Not at all. While we’ve seen strong results with field and customer-facing teams. Remember,

this isn’t about the job title, it’s about human behaviour. Wherever people feel overwhelmed, unseen or stuck, this work unlocks new momentum.

Who do you usually work with inside the business?

We typically partner with the senior leadership team close to the churn challenge and with the remit to do something bold about it.

That said, our process is designed to align stakeholders across levels. We’ll work with your executives, team leads, and employees to ensure that insights are turned into action and that action leads to measurable change.

Frequently Asked Questions

If you can’t find what you need to below, then just view our other services or get in touch.

Talk to an expert

How is this different from other employee retention strategies we’ve tried?

If you’ve run engagement surveys, refreshed onboarding, or rolled out incentives, you’ve already done what most companies do first.

What makes this different is the kind of research we use and what it’s designed to uncover.

Surveys give you a snapshot in time. But they only answer the questions you ask, which means they often miss what people aren’t saying — or haven’t been asked.

We use richer, more human methods like video diaries that reveal what’s happening in the day-to-day. Not just what people think in a given moment, but how they feel, what they’re navigating, and where small frustrations are building up.

What is a video diary, and how does it help reduce employee churn?

A video diary is a lightweight research tool that lets us gather honest, unfiltered input from employees in their own time and words.

We send a short daily or weekly prompt (usually via WhatsApp) and participants respond with a selfie-style video. Our researchers review each entry and can follow up with additional prompts to go deeper where needed. Unlike surveys or interviews, it builds trust over time so we go deeper than more typical research methods.

We then analyse the videos using behavioural frameworks to spot patterns, uncover root causes, and surface the moments that matter most in the day-to-day experience.

How would this employee retention approach work in our organisation?

We start by understanding your structure, your pressure points, and what’s already been tried. Then we build a tailored programme to uncover what’s really going on and where to focus first.

Want to see what this could look like for you? Let’s have a conversation, and we’ll map it together.

How long does a typical project take to show results?

In most cases, clients are testing real interventions within 30–60 days from the start of the project.

You won’t be left with a 90-page report. You’ll be left with field-tested changes and a clear roadmap for scaling what works.

What are some real examples of interventions that help retain employees?

We don’t arrive with pre-baked answers — we co-create them with your teams. But here are some examples we’ve helped clients implement:

  • Giving field teams real-time feedback loops to learn and improve

  • Redesigning broken handovers between teams to reduce daily friction

  • Creating peer-led learning sessions that replace one-way training

  • Introducing small changes that improve fairness, visibility, or trust — all key drivers of retention


Does this only work for frontline roles?

Not at all. While we’ve seen strong results with field and customer-facing teams. Remember,

this isn’t about the job title, it’s about human behaviour. Wherever people feel overwhelmed, unseen or stuck, this work unlocks new momentum.

Who do you usually work with inside the business?

We typically partner with the senior leadership team close to the churn challenge and with the remit to do something bold about it.

That said, our process is designed to align stakeholders across levels. We’ll work with your executives, team leads, and employees to ensure that insights are turned into action and that action leads to measurable change.