EARLY VISIBILITY OF WORKFORCE RISK ACROSS YOUR TRUST

See where staff pressure is building before it becomes absence, turnover or lost capacity

Every Trust has workforce pressure.
The real question is whether you can see it.

Don’t wait for absence or turnover to tell you something is wrong.
Pressure may be part of working in Education.
Losing good people to issues you could have addressed earlier should not be.

Meet Tom, Dittolo's AI Sales Assistant

You will probably have questions. That is why we built Tom.
Ask Tom anything about Dittolo. You will get clear, straightforward answers, with no sales pitch and no pressure. If Dittolo is not right for your Trust, Tom will tell you.

Chat to Tom and decide for yourself.
Tom will answer any questions you have about Dittolo, how Dittolo can help your Trust, or even help you design a business case.

Book appointment with a member of the Dittolo team

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FAQs

Can we afford Dittolo?

We appreciate budgets are tight. But the cost of doing nothing is significantly higher. Even preventing just one long-term absence or resignation can cover the cost many times over. You’re already paying the price, even if it's not directly visible. The only question is whether you're getting anything in return. Ask Tom to help you answer this question.

Is now the right time? We just rolled a programme out across the Trust.

That’s great, Dittolo often serves to enhance existing training, systems and policies. If you are seeing a reduction in turnover, absence, capacity or engagement, Dittolo may not be a good fit. Traditional systems are typically reactive, only coming into play once someone reaches a crisis point. By then, it’s often too late. Dittolo makes your policy actionable, measurable, and proactive. Ask Tom, he may have some examples he can share.

We have a strong family ethos in our Trust. Do we really need Dittolo?

That strong culture is a valuable foundation. However, feeling able to speak and choosing to speak are often very different. Our research indicates that fewer than 5% of staff prefer to talking openly with someone at work. Some worry about confidentiality, judgement or how the conversation could affect working relationships. Dittolo complements the support you already provide by giving every employee a private, impartial way to open up, including those who might otherwise remain silent. Tom can explain this in more detail for you.