What is actually happening in a team, as opposed to what the engagement survey says. Confidential conversations, a structured diagnostic, and a short report setting out what to change and in what order. Measured, so it can be repeated and compared. Three to four weeks end to end.
One to one, for leaders under sustained pressure, newly promoted, or carrying an organisation through change. Confidential, structured, and measured at both ends, so there is something to show for it beyond a good feeling.
A restructure affects everyone it touches, not only the people who leave. Structured support for both: those going, and the ones who stay and quietly go quiet. And for people returning after illness, burnout, bereavement or a career break. Usually employer-funded, and far cheaper than replacing any of them.