How it works
How Anchor works
Three inputs go in. One clear read on each person comes out, written for the manager who has to act on it. Not a dashboard. A plan.
Most retention tools hand HR a number and call it insight. A 7.2. A red cell on a heatmap. Then the manager, the one person who can actually change anything, is left to guess what it means for the people on their team.
Anchor works the other way around. It reads one employee at a time and writes the manager a plain, honest picture of where that person stands and what to do next. The survey is just the instrument. The person is the point.
The flow
Onboard
HR provides the roster once. Name, role, manager, hire date, the basics. That single source sets who reports to whom and how long they have been here, so nothing downstream rests on a guess.
Then each person gets a private link that already knows who they are. The employee answers a short, honest survey about their experience. Their manager answers a parallel one about how they see that same person. New employees also take a one-time personality assessment, the kind that only needs to happen once in someone’s time with you.
No shared forms. No wondering who actually filled it out. Each link belongs to one person, and the system knows who they are before it shows the first question.
Analyze
Once a person has all three inputs in, Pneuma writes a single retention analysis for that one employee. Their own answers. Their manager’s answers. Their personality profile.
It is written for the manager. Not for a quarterly report, not for a dashboard somebody scrolls past. For the person who will sit across from that employee on Thursday. The language is plain. The meaning comes before the measurement. And every read is grounded in what this person actually said, not in how they stack up against a benchmark.
Act
Every analysis ends with moves for this quarter. Not themes to consider. Specific things to do, and the words to do them with.
This is the part other tools leave out. Anchor names the problem and then names the response. No flag without a next step. No insight without a script. The analysis is a plan, and the manager can act on it the day it lands.
What you get
What lands on the manager’s desk
One analysis. One person. Here is what is inside it.
The honest read.
Where this person actually stands right now, in plain words. What is working, what is quietly slipping, and what it means for them specifically. Not a score. A picture of a person.
The gap between two views.
The employee answered. Their manager answered the same ground. Anchor shows you where those two views line up and, more importantly, where they do not. Those are exactly the places companies lose good people: where a manager thinks things are fine and the employee does not. Anchor surfaces them before they cost you.
Flight-risk framing.
A clear sense of the near term and the longer term. The next ninety days, and the next year to two years. So you know the difference between someone you could lose this quarter and someone drifting slowly, and you treat them differently.
The personality-informed angle.
How to actually reach this person. The same message lands differently for different people. Anchor uses the one-time profile to shape the approach, so the manager is not guessing at what will resonate.
Six conversation scripts.
Actual words for the conversations that matter. What to open with, what to ask, what to avoid. A manager who knows something is off but freezes on how to bring it up gets the exact language to start.
The quarter’s plan.
A short list of concrete moves for the next ninety days. The point is not to admire the problem. The point is to do something about it while there is still time.
What the employee shares stays protected
The personality assessment and the raw survey answers are never shown to the manager. No raw scores. No trait numbers. No “here is exactly how Sarah rated you.” Only Pneuma reads the raw responses, and only the finished, human analysis reaches the manager.
That firewall is the whole reason people answer honestly. We protect it on purpose. People lie to a tool they don’t trust, and a tool people lie to is worthless.
How often
Anchor runs in cycles, twice a year for standard customers. Each cycle is a fresh read on every person, so a manager is not working off a snapshot that went stale months ago. People change. The picture should keep up.
See it on your own team
The fastest way to understand Anchor is to see one analysis written about a real person on your team. That is a conversation, not a checkout.
Book a callTwenty minutes. You tell me where you are losing people. I will show you what Anchor would put in front of your managers.