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Your Margin Score™ places you in the Slippery Margins range.
A Slippery Margins score means your organization has built some real clarity, but it isn’t being reinforced consistently across the employee experience.
Your answers suggest that certain moments communicate the work well. But as people move deeper into the organization, signals become less consistent. What leaders intend to convey doesn’t always land the same way across teams, roles, or stages of growth.
Parts of your people story are working. Other parts may be creating hesitation or second-guessing, often without anyone realizing it. This is a common place for mission-driven organizations to be, especially during periods of growth, transition, or increasing complexity.
And it’s highly fixable.
What This Score Typically Signals
Organizations with Slippery Margins often experience:
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Strong intent paired with uneven communication
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Leaders describing the work in slightly different ways
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Candidates who are interested, but unsure what they’re truly stepping into
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Employees who believe in the mission, yet feel unclear about expectations, support, or growth paths
The opportunity here is alignment — before small gaps turn into erosion, and before uncertainty starts to quietly cost you trust or talent.
Recommended Next Steps
Option 1: Margin Score™ Leadership Review
Get aligned before things slip further.
This facilitated leadership session helps you:
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Interpret where and why margin is slipping
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Identify which signals are helping and which ones are undermining trust
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Align leaders around what needs to be clarified or reinforced
This is often the fastest way to move from mixed signals to shared direction.
Schedule your free next steps consultation
Option 2: Employer Brand Blueprint
Create clarity that stabilizes your people story.
When margin is slippery, documentation matters. The Blueprint helps you:
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Clearly define your EVP and people story
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Align leaders and teams around consistent language
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Create a practical plan to reinforce expectations across key moments
This is ideal if confusion is showing up in hiring, retention, or engagement.
Schedule your free next steps consultation
Option 3: Pay Attention, On Purpose
If you’re not ready to engage yet, don’t ignore the signals.
Instead:
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Watch where candidates hesitate or opt out
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Notice where employees ask for clarity repeatedly
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Revisit your Margin Score as roles, leadership, or strategy shift
Slippery margins rarely correct themselves, but they can be stabilized with documentation and intention—which is exactly what strategic employer branding provides.
Slippery margins don’t mean you’re doing something wrong.