You know your numbers.
Do you know your people?
You could name your top three revenue drivers without looking. Could you name the person the rest of the team quietly works around? Or the one holding the place together who’ll give you no warning at all?
Four exercises, about an hour of your time. No software, no consultant, and no one sees your answers but you.
Download the Four Exercises
Why It Matters
Every practice has one view of its team: how people appear to perform. It’s the view the numbers give you, and it reads as fine right up until someone resigns.
The trouble is that performance is the one thing a leaving employee keeps intact. The people most likely to walk are rarely the ones your reports worry about — they’re the ones everyone leans on, who don’t complain, and who are invisible in exactly the system you’re using to watch for problems.
You don’t need better data. You need one conversation a year that the data can’t have for you.
Three Check-Ins, Each Telling You
Something the Other Two Can't
One view of your team is a guess. Three is a picture.
The anonymous survey
The team's pulse — the problems, the difficult people, and what nobody says out loud.
The performance evaluation
Where the person was before, where they are now, and where they need to be — in writing, so everyone is working from the same page.
The owner 1-on-1
What they'd never put on a form or say in front of their manager. This is the one almost nobody runs, and the one that catches the resignation before it's written.
What's Inside
Four pages. Fill them in on screen or print them and use a pen.
Three conversations
Mark honestly where you are on each of the three check-ins, and get a straight read on how much of your team you can actually see right now.
The team matrix
Six or eight names into four boxes — including the one your performance numbers never flag: the backbone, most likely to leave and least likely to complain first.
Three critical questions
The three that only ever get answered in an owner 1-on-1. Write what you think they'll say, then what they actually said. The gap is the part you didn't know.
The ninety-day line
One check-in to start with, three things that change because of what you heard, who owns each, and the date the team hears back.
Get the Know Your Team Exercise Today – Free
Instant access. No survey software, no consultant, nothing to install — fifteen minutes and a pen.
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