Build engagement person by person, in the flow of work.
Cloverleaf grounds recognition and coaching in who each person actually is, and shows every manager what to do when it matters.
Trusted by industry leaders
The Opportunity
You measure engagement, but the trend line stays flat.
Perks and recognition programs signal that you care, but they reach everyone the same way and move almost no one.
70% of the variance in engagement comes down to one relationship: the manager, not a program run from the outside. Cloverleaf is built for that relationship.
Engagement is built in the relationship with the manager.
Engagement doesn't improve in a workshop or a survey. It improves in the 10 minutes before a 1:1, in how a manager responds when someone shares a win, in whether a person feels seen or invisible in a meeting. Those moments are where engagement is actually built, and managers are left to handle them on instinct. Cloverleaf coaches those moments, every day, in the tools people already use.
A specific insight in the daily flow
Daily Coaching arrives in Slack, Teams, and email, calibrated to each person, not a reminder to "engage your team more."
Coaching before the moment that matters
Meeting Prep surfaces how to show up for the specific person a manager is about to meet.
Coached from both sides, not just the individual
Team Relationships surfaces why a person has disengaged or why two working styles are clashing, and coaches the manager on that specific relationship, not just telling the employee to speak up.
A goal that's theirs, not a program's
Coaching Topics lets each person choose what they're working on, a relationship, a tension, a skill, and gets coached against it daily.
New hires work with their team from day one, not three months in.
New hires operate at roughly 25% productivity their first month and can take up to 8 months to fully ramp. Most of that time goes to figuring out how the people around them work, on their own, through trial and error. Organizations with strong onboarding see productivity 70% higher and retention 82% higher than peers who leave it to chance.
Cloverleaf gives them that context before day one.
Working Style, before they start
A new hire and their team get a behavioral read on each other before the first meeting, not weeks of guessing.
Team Composition Refresh, automatic
When someone joins, coaching updates for everyone affected, the new hire and the team absorbing them, without anyone setting it up.
A fast way to actually connect, not an icebreaker
Activities give a new team a structured, assessment-grounded way to build belonging in 5 to 20 minutes, no facilitator required, built specifically for the moment a new person joins.
Cloverleaf gives you the tip, the nudge, the hint, and it tells you what to do about it. That's the game changer."
- Pam Jeffords,
Founder
Turn what you know about each person into the right action.
Generic recognition and a flat survey score both fail the same way: they reach everyone identically and move almost no one. One person wants public acknowledgment, another a quiet thank-you. A low score tells a manager something's wrong, not what to do about it for any specific person. Cloverleaf closes both gaps the same way, by translating what it knows about each person into a specific next step.
A read on what makes each person feel valued
Working Style shows how each person communicates, what motivates them, and how they prefer to be recognized, synthesized from 13+ market-leading assessments.
The survey result, translated per person
When a score comes back low, AI Coaching tells each manager what it means, and what to do, for each individual on their team.
A next step, not just a number
Managers leave with something to do for each person, not another dashboard to interpret or a generic gesture to repeat for everyone.
The evidence the C-suite asks for
Outcomes shows what people are actively working on, where managers are developing, and where behavior is shifting across the organization, not just how people felt the week of the survey.
Built on what people chose to share, never surveillance.
AI in this space makes people nervous, and for good reason: a lot of it monitors how employees feel and behave without their say. Cloverleaf is the opposite. The coaching is grounded in the assessments and goals people chose to share about themselves, not in surveillance of their messages or activity. And every output points someone toward a colleague, not toward the platform.
Grounded in what people opted to share
Validated, credentialed assessments and the growth areas people set, not monitoring of their behavior.
Your data stays yours
No external model training on workforce data. SOC 2 Type II, ISO 27001, GDPR-aligned.
AI that points people toward each other
No persona, no gamification. Every output sends someone back toward a real relationship.
We're a 100% remote workforce. Cloverleaf is an accelerator."
- Jenny Harris,
SVP Global Business Services
of the variance in engagement comes down to the manager
of users feel more valued and understood within 3 weeks
teams building engagement in daily work