SigTacTure

Turnover is a signal. It’s time to listen.

Every exit is a story that metrics miss. The Turnover Signal Model™ helps you see what's left behind—the knowledge, trust, and continuity—so you can build a culture you don’t lose.

From the Book: Build a Culture You Don’t Lose

The Turnover Signal Model™ is a systems-based framework that views turnover not as an endpoint, but as a diagnostic opportunity—a way to explore what’s left, what’s fragile, and what needs redesigning.

Now available on Amazon.

About SigTacTure

A culture-focused firm helping organizations retain what matters most.

I'm Dr. Ashlyn Daniels, the founder of SigTacTure, with a background in customer success and operations across healthcare, manufacturing, and tech. My leadership lens is rooted in real-world systems, where I've seen firsthand the tension between leadership intentions and employee realities. People leave, systems collapse, knowledge evaporates, and the people who stay are left holding it all together.

My own journey reinforced this. After being promoted into leadership, I was let go—not for misconduct, but for following the broken system that existed. It was a hard lesson that revealed a critical truth: what had failed wasn't just me; it was the system that promoted me without a map, without mentorship, and without structure.

That experience became the inspiration for my work. At SigTacTure, we don’t just talk about culture; we help you engineer it. We focus on redesigning the systems that support your people, turning insights into action and building a resilient organization where knowledge, trust, and continuity are protected.

The Story Behind the Turnover Signal Model™

From tension to transformation: how a deeper question reshaped the conversation on turnover.

The idea for this model began with tension—between leadership intentions and employee realities, between what turnover metrics capture and what truly disappears when a colleague walks away. Behind every exit is a story that metrics miss. What really disappears? Knowledge. Trust. Continuity.

During my doctoral research, I focused on those who remain. They weren’t just holding the line; they were carrying the emotional, cultural, and operational weight of the organization in silence. I realized that every exit is a signal of organizational strain, leadership misalignment, or knowledge fragility. What’s left behind tells us everything, if we’re willing to listen.

Turnover metrics are the tip of the iceberg. What lies beneath—the unspoken knowledge, the emotional strain, the subtle shifts in trust—is where the real story is told. That’s why I created The Turnover Signal Model™, a systems-based framework that views turnover not as an endpoint, but as a diagnostic opportunity.

The model applies principles from Human and Organizational Performance (HOP) and Multicausal Root Cause Analysis (MRCA) to move away from blame and toward insight. It centers the experiences of the people still there, the ones who feel the impact most deeply. This work isn’t about quick fixes; it’s about providing patterns and frameworks to build a culture that lasts.

The Turnover Signal Wheel™

The Turnover Signal Wheel™ provides the visual framework for the model. Each of the eight signals sits within one of four essential domains of organizational health and resilience.

The Four-Step Practice

A practical and repeatable discipline for building a resilient culture.

Assess
Identify active signals and system vulnerabilities with our anonymous assessment. Your team's confidential responses are used to generate scores for each turnover signal. You see only the aggregated results—not individual answers or even the number of participants—ensuring a completely non-blaming and psychologically safe process.
Understand
SigTacTure provides reflective prompts based on scores to understand the data from the team’s perspective. If psychological safety scores are low, it is highly recommended SigTacTure leads the conversations with staff without managers and leadership.
Redesign
Based on psychological safety scores, SigTacTure facilitates conversations to bring suggested solutions back to leadership. This fosters a full conversation to create meaningful and effective action plans.
Sustain
Embed the changes into your culture. Communicate the status of suggestions—even those not being implemented—to the team. This transparency builds trust and creates a continuous cycle of learning and adaptation. Reassess and move through the four-step practice every quarter or bi-annually.

How We Measure What Matters

Our model uses two key indices to provide a complete picture of your organization's health.

Cultural Resilience Index (CRI) = How Healthy the Culture Is
Measures the culture’s ability to absorb strain, recover, and sustain performance. A high CRI indicates a resilient, adaptive, and healthy culture, while a low CRI suggests weaknesses in systems, leadership, alignment, or trust.
Signal Safety Index (SSI) = How Safe People Feel
Measures the level of psychological safety within the team by analyzing the rate at which people opt out of answering sensitive questions. It's the pulse check to determine if employees feel safe enough to share honestly.

How They Work Together

SSI is the lens of safety, and CRI is the lens of resilience. Together, they prevent leaders from misinterpreting the data.

Low SSI + High CRI

A 'false healthy' culture. Leaders may be missing the truth because people don’t feel safe enough to be honest.

High SSI + Low CRI

An 'honest but unhealthy' culture. People feel safe to speak up, and what they’re saying points to serious strain.

High SSI + High CRI

A 'safe and resilient' culture. The ideal state where open communication and strong systems coexist.

Low SSI + Low CRI

An 'unsafe and fragile' culture. This represents the highest turnover risk, as problems are both present and hidden.

A Note on Data Access

To ensure psychological safety, managers only get access to the "Understand" tab if their department has five or more participants. For smaller teams, SigTacTure facilitates the debrief session without any managers, supervisors, or leadership present to ensure honest feedback can be shared without fear.

The 8 Turnover Signals™

At the center of the model is Psychological Safety, the condition that allows every signal to surface honestly and be addressed constructively. Without it, even the most accurate tool will struggle to uncover the truth. If significant psychological safety concerns emerge, they are addressed in a separate conversation with management to encourage self-reflection.

The eight signals are organized into four domains, revealing where your organization's systems are most vulnerable.

Ensures everyone understands what must be done and preserves that clarity over time.

Forms the foundation for open communication, mistake-handling, and mutual support.

Reflects the quality of delivery and ability to maintain external trust.

Provides the operational backbone for how work gets done reliably.

The shared belief that the team is safe for interpersonal risk-taking.

🌐 SigTac Signal™ Annual Consulting Package

Configurable plans to fit your organization's needs.

🎯 What’s Included at Every Level
  • Turnover Signal™ Assessment (baseline cultural scan)
  • Leadership Debrief (review + strategy session)
  • Quarterly Culture Check-Ins
  • Reports & Recommendations tailored to org size
  • Email/Virtual Support between sessions
Micro
1–25 employees

For startup / founder-led orgs.

$2,500 – $5,000/ yr
  • Streamlined assessment & annual leadership overview.
  • Basic report (1–2 insights & recommendations).
Small
26–100 employees

For scaling teams ready to build a cultural foundation.

$7,500 – $12,500/ yr
  • Quarterly assessments + 1 staff session.
  • Expanded reporting + leadership roadmap.
Mid
101–500 employees

For orgs with more complexity across departments.

$15,000 – $30,000/ yr
  • Quarterly assessments + 2 staff sessions.
  • Detailed reporting with department-level breakdowns.
Large
501–1,000 employees

For multi-location or multi-team organizations.

$40,000 – $60,000/ yr
  • Deeper analysis, tailored workshops, and leadership sessions each quarter.
  • Strategic retention plan with metrics.
Enterprise
1000+ employees

For organizations committed to a full cultural resilience system.

$75,000+/ yr (custom)
  • Full cultural resilience system.
  • Ongoing consulting & advisory support.
  • Custom data dashboards & leadership training.

➕ Add-on consulting available at $350/hr

(Workshops, extra sessions, deep dives)

Bring The Turnover Signal Model™ to Your Organization

Interested in a keynote, a team workshop, or a leadership speaking engagement? Let’s talk about how we can bring these concepts to life for your team.