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I will diagnose what is driving your turnover, absence and team friction
Senior organizational psychologist I Evidence based HR
Hi there!
I’m Stavy, an organizational psychologist (M.Sc., University of London) and founder of Work Unlocked, a boutique advisory practice. I'm excited to bring my expertise to selected projects on...
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Our best people are leaving and the exit interviews tell you nothing useful. Sick leave is creeping up. Meetings feel heavier than they used to. These are symptoms, and symptoms have findable causes.
As an organizational psychologist (M.Sc., University of London) with 10+ years in HR strategy, finding them is precisely what I do.
How it works:
- I review your data: turnover, absence, engagement, whatever you have
- I talk to the people who feel it, with confidential interviews
- I map where the pressure actually comes from, with evidence not guesswork
- You get a clear diagnosis and a prioritized plan for what to fix first
Most "people problems" are not personality problems. They are structural: unclear roles, overloaded managers, broken incentives, change no one absorbed. I find which one is driving your symptoms.
For companies of 20 to 300 that sense something is wrong and want clarity before spending on fixes that miss.
Delivered personally by me. Evidence-based, confidential, no wellness fluff.
Tell me the one symptom that worries you most. I'll tell you honestly if a diagnostic will help.
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FAQ
How is this different from running our own employee survey?
A survey tells you what people feel. A diagnostic tells you why, and what's causing it. I combine data, confidential interviews, and organizational analysis to identify root causes a survey score alone will never reveal.
Will our employees be honest with an external person?
Far more honest than with internal HR, which is exactly the point. As a neutral external psychologist bound by confidentiality, I hear what people won't put in an internal survey or say to their own management.
What if the cause turns out to be our leadership?
Often it partly is, and I'll tell you directly but constructively. The findings are about structures and patterns, not blame. You can't fix what no one is willing to name.
What exactly do we receive at the end?
A clear findings report: the priority pressure points, the likely business consequences, and a ranked action plan for what to address first. The Premium tier adds a leadership debrief session.
How long does it take?
Depending on scope, typically one to three weeks. Urgent situations can be prioritized; message me before ordering if you're on a tight timeline.
