Case Studies

The Challenge

The school network was experiencing 23% annual teacher turnover, with "feeling unheard" cited as the top reason in exit interviews. Recruitment costs had ballooned to GBP 200,000 per year, and leadership had no real-time visibility into staff sentiment. Their annual engagement survey painted a rosy picture that contradicted the revolving door.

Results

"We finally understand why good teachers leave — and more importantly, we can act before they decide to."

— Head of People, UK Private School Network

The Challenge

Following a major merger, the combined organisation was haemorrhaging talent. Voluntary turnover hit 19%, but the annual engagement survey reported "moderate satisfaction." Leadership was flying blind — the survey was too infrequent and too blunt to capture the post-merger anxiety rippling through teams.

Results

"Our annual survey said people were 'fine'. ERA showed us they were quietly planning their exit."

— Chief People Officer, Fortune 500 InsurTech

The Challenge

A small but critical specialist nursing team was showing signs of burnout and disengagement. Two of the eight members were actively looking elsewhere. The team lead had no tools beyond gut feeling to diagnose what was wrong or measure improvement. In healthcare, losing even one specialist nurse can mean a 12-month replacement cycle.

Results

"In healthcare, losing one specialist nurse costs us 12 months to replace. ERA helped us see the warning signs and act in weeks, not months."

— Clinical Team Lead, Regional Healthcare Provider

Aggregated Results

Three Industries, One Pattern

Despite vastly different contexts — schools, insurtech, and healthcare — the same ERA dimensions surface as critical across every deployment.