Behavioral Intelligence Platform
Turnover that felt random. Rework that kept coming back. Incidents that never quite stopped. Most of that cost is structural — and structural problems have a number.
Every organization absorbs friction — the gap between how work is supposed to flow and how it actually does. That friction shows up as turnover, rework, escalations, and the quiet drain on manager time that never gets a line item.
Sigma G measures that gap. Not by evaluating people, not by installing software, and not by running another engagement survey. By identifying the structural conditions that produce friction before they produce cost.
The result is a confirmed number, a structural diagnosis, and a clear picture of what's addressable — delivered in 60 days.
We establish your structural baseline — where friction is concentrated, what it's costing, and what the leading indicators look like before they become exits or incidents.
Days 1 – 14We track the behavioral signals that precede your highest-cost friction events. Patterns emerge that point to structural causes rather than individual performance.
Days 15 – 45You receive a complete diagnosis — confirmed cost, friction source analysis, and a plain-language picture of what's driving it and what's addressable.
Days 46 – 60The pilot ends with a confirmed structural diagnosis and a cost number you can defend. What happens next is your decision — not ours. Three paths are available. Most organizations choose more than one over time.
Expand the engagement to additional teams, departments, or locations. The structural baseline becomes a longitudinal tracking system. You begin measuring change over time.
Best when: Pilot confirmed meaningful cost and you want to address it at scaleConnect the structural diagnosis to your existing systems — HR workflows, manager development programs, or operational planning cycles. The findings inform your current infrastructure.
Best when: You have existing systems that would benefit from structural signal dataUse the friction source analysis to redesign a workflow, team structure, or management approach. The diagnosis becomes the blueprint for a targeted structural intervention.
Best when: The pilot identified a specific structural bottleneck with a clear solutionThere is no pressure to choose a path at day 60. The report stands on its own. Some organizations take the diagnosis to their leadership team and return months later. The data doesn't expire.
The manager who lost three good people in six months and couldn't explain it to her director. The operator who kept training staff who kept leaving. The HR leader who felt the culture shifting but had nothing to show the executive team.
The signal was there. You needed a system that could read it.
Sigma G doesn't tell you something is broken. You already know that. It tells you where, why, and what it's worth fixing — in numbers you can put in front of anyone.
Pilot investment is scoped to your organization and sized as a fraction of your conservative recoverable cost estimate. Modeled estimate based on workforce dynamics (BLS JOLTS) and productivity research (Gallup; McKinsey & Company; Harvard Business Review). Conservative assumptions applied. Actual costs vary by organization. Use the calculator to see your number first.
21 questions. Three failure zones. Under two minutes. The ΣG Friction Assessment identifies the behavioral signals that precede turnover, performance gaps, and service failure — before they show up in any report.
Take the Assessment →