HeyPulse gives HR and operations teams a recurring signal from hourly workers, so managers can resolve the issues that quietly drive resignations.
Manager dashboard
Current signal
$42k projected savings
32%
Adjustable assumption in calculator
16%
Replacement cost as share of annual wages
1
Central place for follow-ups
Retention risk usually appears first as friction: missed breaks, understaffing, manager conflict, unpredictable schedules, or unsafe conditions.
By the time someone quits, the warning signs were often visible for weeks. HeyPulse helps managers hear those signs while they can still intervene.
Use recurring check-ins to build a repeatable rhythm: ask, tag, escalate, respond, and measure whether the issue improves.
HeyPulse turns text responses, roster metadata, and low-score alerts into one operating view for managers. The sample dashboard below uses demo data for restaurants, retail, and warehouse teams.
Reduce the surprise resignations that create overtime and service gaps.
Monitor early frustration before first-month turnover becomes a pattern.
Connect turnover assumptions to estimated replacement costs.
| Feature | Legacy approach | HeyPulse |
|---|---|---|
| Risk detection | Exit interviews after resignation | Recurring pre-exit check-ins |
| Channel | HR portal or email | SMS with no app requirement |
| Action owner | Central HR queue | Manager-level alerts and follow-up |
Common preventable drivers include unstable schedules, poor manager support, workload spikes, safety concerns, lack of recognition, and unclear expectations.
HeyPulse does not replace management action. It gives managers faster, more representative signals so they can fix issues before workers disengage or quit.