How One SME Used Points to Cut Attrition by 30%: A Case Study on Employee Retention
Aug 7, 2025
Turning Disengaged Staff into Loyal Culture-Builders with Poisum — Without Increasing Salaries or Bonuses
“We didn’t increase salaries. We didn’t throw big bonuses.
We simply made people feel seen — and that changed everything.”
That’s what the founder of a mid-sized logistics SME said after implementing POISUM. In just 3 months, their team’s engagement shifted, and attrition dropped by 30%.
Here’s how it happened.
Company Background: Logistics & Fulfillment SME
Industry: Logistics & Fulfillment
Team Size: 50+ employees
Pain Point: Staff were leaving quietly, often without warning.
Symptoms:
Low energy in daily work
Poor cross-department collaboration
“Invisible effort” — only mistakes got noticed
Despite exit interviews and HR workshops, nothing stuck — until they tried something simpler.
The Goal: Make Culture Visible, Daily
The founder realized:
“Our values sound good — but we never reinforce them.”
So they decided to try POISUM, not as a tech tool, but as a culture activator.
Step 1: Define 4 Core Values
They defined values that represented what they wanted to see in their culture:
Value | Focus |
Ownership | Take initiative without being told |
Discipline | Do it right, not just fast |
Teamwork | Don’t just finish your job — help others |
Innovation | Make things better, not just work harder |
Step 2: Launch Daily Missions
They created small, visible missions that aligned with the company’s values, such as:
“Help solve a peer’s issue before EOD” → Teamwork
“Submit stock report by 9AM” → Discipline
“Fix a recurring error in workflow” → Innovation
Every mission earned non-redeemable, accumulative points — visible on dashboards and in weekly recaps.
Step 3: Celebrate Behavior, Not Just Results
Instead of waiting for year-end performance reviews, they:
Ran monthly campaigns (e.g. “Culture Champion of the Month”)
Highlighted the most consistent contributors
Gave small, meaningful recognition (team lunch, CEO shoutouts)
No cash payouts. Just visibility and appreciation.
The Results (After 90 Days): Impact on Employee Engagement and Retention
Metric | Before | After |
Monthly attrition rate | 8.2% | 5.7% |
Staff citing “lack of appreciation” | 40% | 12% |
Peer-to-peer recognition (tracked) | Rare | Daily |
HR intervention cases | 7/month | 2/month |
Bonus spend | No change | No increase |
The biggest feedback?
“Now I feel like my effort matters — even when I’m not in sales or management.”
POISUM didn’t just track engagement; it helped create it — by making values live on the ground floor.
Why It Worked: The Key Principles Behind the Success
Principle | What They Did |
Daily visibility | Missions made behavior measurable every day |
Recognition loop | Points + campaigns = consistent feedback |
Peer culture | Colleagues tagged each other for living values |
Low cost | No changes to salary, no expensive HR rollout |
Aligned leadership | Founder modeled the behavior openly |
Final Thought: Retention Is Emotional, Not Just Financial
People don’t leave jobs.
They leave cultures where they feel invisible.
This SME kept its best people by showing:
“What you do here matters — and we see you.”
POISUM gave them the structure to reinforce that message every day.
Want to See How POISUM Can Help Your Team?
Try it with 3 values and 5 missions this month — and watch what changes.
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