OpenElevator is a data-driven platform that helps leaders detect alignment risk within teams before employees resign.
It provides visibility into patterns of interpersonal alignment, values alignment, and team dynamics that are usually invisible to leadership.
By turning these patterns into measurable insight, recommendations, and predictive signals, OpenElevator allows leaders to identify retention risk early, intervene effectively, and avoid being surprised by employee turnover.
For more detail read The OpenElevator Retention Risk Framework.
OpenElevator helps leaders see risk forming before employees resign. By turning employee experience into measurable insight, recommendations, and predictions, leaders can intervene early, focus effort where it matters most, and prevent avoidable turnover.
For more detail read The CEO Guide to Hidden Retention Risk.
Engagement surveys capture opinions at a point in time, often after disengagement has already taken hold. OpenElevator provides visibility into team dynamics, retention risk, and candidate fit, along with guidance on where to act and what decisions are most likely to improve outcomes.
For more detail read What Leaders Learn From a Free Team Scan.
Many people analytics tools focus on historical reporting and workforce metrics. OpenElevator is designed specifically to provide early visibility, clear recommendations, and predictive insight that leaders can use to make confident decisions before problems escalate.
OpenElevator assesses Values Alignment and Interpersonal Alignment, alongside each employee’s individual work priorities.
Values Alignment measures how well what someone values matches what their work environment offers. Priorities can include job security, opportunities to use skills, advancement, meaningful work, work/life balance, and a good relationship with the manager.
Interpersonal Alignment measures how naturally two people work together. Looking across manager–employee and colleague relationships helps reveal whether a concern is concentrated in one relationship or extends across the team.
Together, these findings help leaders understand who needs attention and tailor their response. Two employees with the same Values Alignment score can need very different actions.
An OpenElevator team assessment helps you identify which team members warrant retention attention, where working relationships require support, and which actions to prioritize.
The results connect three things: what each person values at work, how well their work environment meets those priorities, and how naturally they work with their manager and colleagues.
In our anonymized example, two employees—Casey and Gray—were flagged for retention risk. Casey had below-threshold alignment in six of seven working relationships. Gray had stronger alignment with most colleagues, but the relationship with the team leader needed attention. Their different priorities and relationship patterns led to different recommendations.
The two-page summary shows selected findings and recommended actions from a full team assessment. Names are fictional; assessment scores and findings are retained.
The complimentary Key Team Scan covers one selected team of up to 10 people. Each participant completes a five-minute survey, and no team meeting is required.
Once responses are complete, OpenElevator reviews the results privately with the leader. The debrief focuses on who may be at retention risk, where values or working relationships need attention, and which leadership actions to consider next.
Start with a team whose stability matters to your business, whether you have experienced surprise resignations or want clearer insight into the team you lead.
Yes. OpenElevator helps leaders examine alignment between a proposed manager and the people who would report to them before changing reporting lines.
In the accompanying example, Amber has the easiest overall collaboration pattern across the team. However, her alignment with four individual colleagues falls below OpenElevator’s interpersonal threshold. Promoting her to manage those colleagues therefore raises specific relationship and retention concerns to examine.
This gives leaders a more detailed basis for the decision: how the proposed manager aligns with each person, which relationships may require support, and what to address before making the change.
View the team alignment example for a proposed manager change.
OpenElevator connects each person’s values, priorities, and working-relationship results to specific leadership actions.
In the sample assessment, Casey’s findings led to recommendations around job security, skill use, advancement, work/life expectations, and wider relationship friction. Gray’s recommendations focused on the relationship with the team leader, meaningful contribution, skill use, and job security.
The private debrief helps the leader decide where to begin. The accompanying frameworks support follow-through:
The One-to-One Framework helps leaders discuss individual priorities, clarify expectations, agree actions, and revisit progress.
The Connect Email Framework helps leaders reinforce direction, recognition, and business context between conversations. Sensitive changes should be discussed live first.
These resources help turn the assessment findings into ongoing leadership action.
Each participant completes a five-minute survey. No team meeting is required.
Once the team’s responses are complete, OpenElevator reviews the results privately with the leader. The total turnaround depends on when participants finish and when the debrief is scheduled.
Yes. OpenElevator provides predictive insight into how well new candidates are likely to fit within specific teams, based on patterns in existing team dynamics. This helps leaders reduce hiring mismatches and improve long-term retention.
For more detail read Manager-Employee Alignment: What Leaders Can Measure Before Turnover Happens.
By providing visibility into team dynamics and candidate fit, OpenElevator helps leaders make better hiring decisions, avoid costly mismatches, and place candidates where they are most likely to succeed.
OpenElevator identifies early warning signals associated with disengagement and risk of departure. While no tool can predict individual decisions with certainty, OpenElevator provides reliable, data-driven insight that allows leaders to see where turnover risk is building and act early.
For more detail read The CEO Guide to Hidden Retention Risk.
Leaders do not see participants’ individual survey answers. OpenElevator converts those responses into leadership insights while protecting the underlying response data.
OpenElevator is not the right fit for organizations that want to collect employee data without examining the findings or acting on them. It is designed for leaders who want to understand specific retention and relationship risks and use that insight to make practical decisions. Starting with one team is a useful first step.
OpenElevator helps leaders detect these early signals by measuring patterns in team collaboration, interpersonal alignment, and values alignment so that leaders can act before employees decide to leave.
For more detail read The Four Human Needs Behind Employee Engagement.
OpenElevator helps leaders detect these hidden patterns early by providing visibility into team alignment and collaboration dynamics.
For more detail read The CEO Guide to Hidden Retention Risk.
OpenElevator helps identify these early patterns so leaders can address issues before disengagement leads to turnover.
For more detail read The CEO Guide or Free Team Scan.
OpenElevator helps organizations detect these patterns by providing measurable insight into team dynamics and emerging retention risk.
For more detail read What Leaders Learn From a Free Team Scan.
