A Post Placement Diagnostic

They showed up. Why didn’t they stick?

Early PIT operator turnover can often be a “what happens after hire” problem. This diagnostic shows you exactly where post-placement accountability breaks down, and the fix.

Four checkpoints.

Each one is a place where the typical staffing relationship goes quiet right when it should be paying attention. For every gap, you get a fix – what structured accountability actually looks like and what it takes to get there.

Most manufacturing and distribution leaders find one of three patterns:

1

Reactive

Feedback flows when something goes wrong. The associate has no way to know where they stand. The staffing partner is responsive but not proactive. This is the most common pattern and the most expensive one.

2

Inconsistent

There are check-ins, but they depend on the supervisor or the account manager that week. Some associates get structured feedback. Others don’t.

3

Structured

There is a well-defined feedback loop. Feedback is provided in a tiered framework. Follow up is documented, with clear ownership. Turnover in the first 30 days is measurably lower. Supervisors spend less time on staffing issues. Problems surface before they become incidents.

No matter where you land, this diagnostic provides an accountably framework between your team, the associate, and LSI.