Teammate Check-Ins
Turnover doesn’t just happen out of nowhere. Most of the time, there are signs: frustration, confusion, burnout, or simple misalignment. But if no one’s asking, no one sees it. By the time the problem shows up on the floor—when someone quits mid-shift or stops showing up—it’s already too late.
Why Most Staffing Fails
Most staffing partners disappear after Day One. They don’t talk to workers, they don’t check in, and they don’t surface issues until they’ve already become problems. That leaves HR and supervisors carrying the weight, chasing down exits, and retraining replacements. It’s reactive, exhausting, and expensive.
Ōnin’s Solution: Teammate Check-Ins
We build structured check-ins into the workforce strategy—not as an afterthought, but as a core system. Our approach:
Regular touchpoints with Teammates during the first critical 30, 60, and 90 days.
Conversations that flag attendance risks, morale issues, or confusion before they lead to churn.
A feedback loop that brings supervisors and HR into the picture with clarity, not surprise.
A retention tool that helps workers feel supported, connected, and valued beyond their paycheck.
Why It Matters
When workers know someone’s paying attention, they’re more likely to stick with the job.
When supervisors get early signals, they can act before problems spread. And when HR has a partner that stays engaged past the fill, they finally get breathing room instead of constant fire drills.
The Bottom Line
Check-ins catch the quiet problems before they explode into turnover. They give your people a voice, your supervisors support, and your operation stability.
Start a workforce strategy session