Most people stumble through the first months with a new manager — unclear expectations, missed signals, and a relationship that never quite clicks.
Corporate America
of new hires leave within their first 45 days on the job. The relationship with their manager is often where it breaks down.
a year — what attrition and disengagement cost the median S&P 500 company. The manager relationship is where much of that value is won or lost (McKinsey).
Klik meets you where you are. Know yourself first — then turn a working relationship into one that lasts. Three pathways, one idea.
Choose your path
Northstar Labs · Cohort 1
9
On track
2
Watch
1
Attention
12
Total
Phase progress
Days 0–30
Days 31–90
Days 91–180
Signal summary
A stronger first 180 days
Clarity, trust and follow-through
180-day milestones
Shared goals
Together check-ins
Visible conditions
What Klik is
Klik is a relationship operating system for leaders and their bosses. Your project tools track deliverables. Your HR systems record employment. Klik helps leaders and bosses turn that information into a supported, trusting partnership through structured plans, honest conversations and reciprocal commitments.
The gap
Checklists can be complete while the leader still lacks clarity, support or the trust needed to perform.
Leaders and bosses begin with different assumptions about priorities, communication and what success looks like together.
Feedback, 1:1s and commitments disappear across messages, docs and meetings — until trust erodes.
Bosses may notice stronger judgment or expanding scope without making that development visible to the leader.
Engagement surveys and review cycles arrive after tension has already become disengagement or missed potential.
The Klik system
Klik connects the plan, the conditions and the conversations so leaders and bosses can run a consistent first 180 days and build from there.
A structured 26-week program with research-backed prompts for every phase of the leader-boss relationship.
Weekly joint sessions that create the conversations most leader-boss pairs never have.
Aligned expectations tracked by both partners — no ambiguity, no surprises.
Visible markers of progress across the five phases of a high-trust partnership.
Personalized feedback after every session grounded in Gottman, Edmondson and positive psychology.
180-day journey
Alex Rivera · New Leader
Foundation
Momentum
Growth
Boss commits
Leader commits
Partnership Map
The Partnership Map makes values, communication, trust, goals and growth visible in one shared, revisable view. No personality label. No hidden score. No automated verdict.
The core values, communication preferences and working rhythm each partner brings.
How the pair handles feedback, disagreement and the cadence of honest conversation.
The conditions that make it safe to be candid, ask for help and admit mistakes.
The shared outcomes, ownership and priorities both partners have aligned on.
The learning path, recognition, sponsorship and backing available to the leader.
Alex Rivera · New Leader
5 layers · 14 evidence items
3 evidence · 1 note · updated 2d ago
3 evidence · 1 note · updated 2d ago
3 evidence · 1 note · updated 2d ago
3 evidence · 1 note · updated 2d ago
3 evidence · 1 note · updated 2d ago
Context for conversation, not a score
Beyond the first 180 days
The first 180 days establish the rhythm. Klik carries that rhythm forward by connecting evidence from real work to recognition, development and clearer people decisions.
Context for decisions, not automated decisions.
Connect expectations and context to specific examples of judgment, progress and expanding responsibility.
Help bosses turn observation into timely, specific recognition instead of leaving leaders to interpret ambiguous signals.
Use check-ins and reciprocal commitments to clarify development, support, ownership and the next growth conversation.
Bring reviewable evidence and context into human-led development, recognition and growth conversations.
How it works
Translate the role into clear outcomes and a practical 180-day path.
Make support, resources and reciprocal responsibilities explicit — for both sides.
Use structured conversations and specific evidence to understand contribution, recognition and friction.
Use evidence to decide what needs attention, who owns it and what happens next.
Shared commitments
Most systems track what the new leader completed. Klik also makes the support promised by the boss visible, owned and discussable. When support slips, Klik prompts a conversation about the commitment — not a judgment about the leader.
Boss promise
2 kept · 1 due · 1 needs attention
Weekly 1:1
4 of 4
Role & priority walkthrough
Completed
Stakeholder introductions
2 remaining
Week-two feedback
3 days overdue
Suggested conversation
Confirm when Alex will receive feedback and whether another leader can help unblock it.
Shared system, different responsibilities
Leaders
See expectations, understand what bosses recognize, record context and help shape what growth looks like next.
Bosses
Turn onboarding from scattered activity into a clear management rhythm with recognition and shared accountability.
HR & Executives
Understand where relationships are healthy, where leader growth is visible and where leadership attention belongs.
The business case
Klik is designed to influence measurable operating outcomes — stronger retention, faster ramp and healthier leader-boss partnerships.
Make the 180-day path visible so leaders and bosses can focus on the work that matters next.
Give bosses a repeatable rhythm for expectations, check-ins, support and follow-through without adding another spreadsheet.
Connect specific contributions and context to timely development conversations.
Track participation, milestones, commitments and unresolved conditions across a cohort in one place.
Organize reviewable evidence and context for human-led development, recognition and growth conversations.
Bring workload, role clarity, support and growth questions into view while both partners can still respond together.