Sigora Helping Managers Spot The Signs Earlier

What does Sigora actually do?

Sigora helps businesses prevent avoidable employee turnover by helping managers recognise and respond to problems earlier. Most organisations have processes once problems become obvious. The gap I’m interested in is before that point, when something has changed, but it isn’t yet a clear performance problem. That’s when managers have the most options.

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What do you mean by ‘earlier’?

Businesses know lagging indicators: absenteeism, underperformance or turnover. Sigora focuses upstream. There can be changes in an employee’s questions, confidence, communication or progress. These signals don’t prove something is wrong, but a change from someone’s normal pattern gives a manager a reason to get curious.

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What should a manager do when they notice a change?

The first thing is not to diagnose the employee. Managers don’t need to know why something has changed to respond responsibly. They can explore what’s happening, test their explanation with the employee and consider what’s within their control. Greater clarity? Different support? More challenge? A workload adjustment? Then they reassess. It’s about calibrating the working environment rather than trying to ‘fix’ the person.

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Isn’t this just good management?

In many ways, yes. Experienced managers notice changes and make adjustments intuitively. But we rely on them developing that judgement through experience, and it isn’t always consistent. Sigora gives it structure: recognising a change, exploring what might be happening, making a proportionate adjustment and reassessing. The aim is to make good judgement more deliberate and teachable.

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Is this another form of performance management?

No. It sits before it. Formal performance management becomes relevant once a problem is established. Sigora works where something has changed, but the manager has incomplete information. It doesn’t replace HR or formal processes. If an issue moves outside the manager’s scope, it moves outside the framework.

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What does working with Sigora look like?

The main offering is a half-day workshop for managers and supervisors. It teaches them to recognise changes, separate observation from assumption, explore through a safe conversation, choose a proportionate response and reassess. Managers leave with practical tools, for example, prompts for an early conversation. The goal is to notice a shift on a Tuesday morning and have a way of deciding, ‘What do I do next?’

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Where does employee turnover fit in?

Turnover is a lagging indicator. By the time someone leaves, the opportunity to retain them has passed. Sometimes the story starts earlier: an employee begins struggling or disengaging, the change isn’t recognised, and eventually there’s a larger problem. Replacing people costs more than recruitment: lost productivity, training time and pressure on the team. Earlier intervention gives managers more options.

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What should local businesses take away?

Probably one idea: managers don’t need certainty to respond responsibly. If something changes, don’t immediately decide what’s wrong with the employee, but don’t ignore it either. Notice it. Get curious. Make a proportionate response. Then see what happens. Sigora helps managers make that judgement better, earlier.

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