Find out why people stay before they leave
Turnover is rarely a surprise once you know where to look. Stay interviews, exit interviews, and employee NPS give you an honest read on how your team really feels, so you can keep the people who make your practice or property run.
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Employee satisfaction assessments for health, wellness, and hospitality use structured, research-backed methods, including stay interviews, exit interviews, and employee Net Promoter Score (eNPS), to measure how your team actually feels about working for you. Designed and interpreted by an I-O psychologist with a Ph.D., they surface what keeps your best people engaged, what quietly drives others out, and what to change before turnover costs you the experience your clients and guests rely on.
Why most turnover blindsides owners
Most owners only learn why someone was unhappy after they have already quit, if at all. By then the knowledge is too late to act on, and the cost is already paid: a vacancy, a scramble to rehire, lost institutional knowledge, and a hit to the team and the client or guest experience.
The information almost always existed beforehand. People rarely leave without warning signs, but those signs do not surface on their own, especially when the owner is the one asking. Employees soften the truth, avoid the awkward conversation, or are never asked the right questions in a way that feels safe to answer honestly.
At Citrine Research and Consulting, these assessments are designed and conducted by Dr. Sonja Elcic, an I-O psychologist with a Ph.D. in Industrial-Organizational Psychology. A neutral third party asking the right questions gets answers an owner never will, and turns them into changes you can actually make before your next good employee walks out.
What is included in our employee satisfaction assessments
Stay Interviews
Structured, confidential conversations with your current employees to understand what keeps them engaged and what might cause them to leave. Proactive by design, so you can fix issues while your best people are still here, not after they have gone.
Exit Interviews
When someone does leave, a neutral third-party exit interview captures the honest reasons they rarely share with an employer directly. Each departure becomes data you can use to stop the next one.
Employee NPS (eNPS)
A simple, repeatable pulse on how likely your team is to recommend working for you, tracked over time so you can see whether morale is trending up or down and catch problems before they spread.
Custom Question Design
We build the interview guides and survey questions around your specific roles and concerns, written to surface honest answers rather than the polite ones employees think you want to hear.
Confidential Administration
Interviews and surveys are conducted by a neutral third party and reported in a way that protects individual confidentiality, which is exactly what makes the answers honest enough to be worth acting on.
Findings & Action Plan
You receive a clear report on themes, risks, and what is driving satisfaction or attrition, plus specific, prioritized recommendations you can put into practice, not just a summary of complaints.
How we approach these assessments differently
We ask before it is too late
Most employers only learn why someone was unhappy in an exit interview, when nothing can be done. Stay interviews flip that timing, surfacing what your people need while you can still act on it. Prevention is far cheaper than replacement.
We are the neutral party that gets honest answers
Employees rarely tell an owner the unvarnished truth, the power dynamic gets in the way. A confidential, third-party conversation led by an I-O psychologist gives people the safety to be honest, which is the entire point. Honest data is the only kind worth having.
We design questions that surface real drivers
Generic surveys produce generic answers. We draw on organizational psychology to ask about the things that actually predict whether someone stays or leaves, engagement, fairness, growth, workload, and recognition, in language that invites candor rather than defensiveness.
We turn feedback into an action plan
Insight you cannot act on is just venting on paper. Every engagement ends with clear themes and prioritized, practical recommendations, so you know exactly what to change to keep your team and protect the experience your clients and guests count on.
Who this is for
This service is for owners and managers of healthcare practices, wellness businesses, and hospitality brands who depend on a strong, stable team and cannot afford to keep losing good people. If turnover keeps catching you off guard, if you suspect morale is slipping but cannot get straight answers, or if you simply want to keep your best employees, structured assessments give you the honest picture you have been missing.
We work with medical practices, specialty clinics, therapy and wellness practices, integrative health providers, hotels, and hospitality teams across the United States. Whether you have a handful of employees or a larger staff across multiple roles, we scope the assessments to your team and the retention questions that matter most to you.
Frequently asked questions
What is the difference between a stay interview and an exit interview?+
A stay interview happens while someone is still employed and engaged, to learn what keeps them and what might push them away, so you can act in time. An exit interview happens when someone is leaving, to capture the honest reasons behind their departure. Stay interviews prevent turnover; exit interviews help you learn from it. Most owners only do the second, and miss the chance the first provides.
What is employee NPS?+
Employee Net Promoter Score (eNPS) is a simple, repeatable measure of how likely your employees are to recommend working for you. Tracked over time, it gives you an early-warning signal on morale, so you can see whether your team's sentiment is improving or sliding and respond before problems compound.
Why use a third party instead of doing this ourselves?+
Employees almost never give an owner or direct manager the full, unvarnished truth, the power dynamic gets in the way. A neutral, confidential third party led by an I-O psychologist gets honest answers, and honest answers are the only ones worth acting on. We also know which questions actually predict retention and how to ask them.
Is employee feedback kept confidential?+
Yes. Interviews and surveys are conducted confidentially and reported in a way that protects individual employees, focusing on themes and patterns rather than attributing specific comments. That protection is exactly what makes people candid enough for the findings to be useful.
What do we receive at the end?+
You receive a clear report covering the themes, the drivers of satisfaction and attrition, and the risks worth your attention, along with specific, prioritized recommendations you can put into action. The goal is a plan to keep your people, not just a list of complaints.
Can you run these assessments outside of Arizona and Iowa?+
Yes. While Citrine Research and Consulting has offices in Scottsdale, AZ and the Des Moines, IA metro area, interviews and surveys are conducted remotely and we work with health, wellness, and hospitality teams across the United States.
Ready to keep your best people?
Every engagement starts with a free discovery call. We will learn about your team, your turnover, and what you want to understand, then recommend the right mix of stay interviews, exit interviews, and eNPS for your situation.
Book a Discovery Call