An overview of Ren
Ren is an executive coach that works inside Slack and Teams. It keeps three things connected for each person on a team — the plan, the 1:1, and the conversation — so growth is a loop that runs all year rather than a review that happens once. This page covers how that works, what it costs, what it does with your data, and where the legal and security documents are. Nothing on it requires a form.
Three things, and each one feeds the next
Growth stalls when these three come apart — a plan nobody reopens, a 1:1 that fills up with status, a conversation that gets started and never finished. Ren’s job is to keep them connected.
- 1
A plan with a theme, not just goals
Ren helps a manager write a growth plan for each person: what they are working on this quarter, and — the part most plans skip — the one personal theme underneath it. Not “ship the migration” but “stop taking the work back from your team.” The theme is what the manager can coach over months, and what the person keeps working on with Ren in between.
- 2
1:1s about the plan, not the status
Before each 1:1, Ren drafts an agenda for both sides — a few real questions drawn from that person’s theme and from what has actually happened since last time. The manager gets one; so does the person. It turns a standing meeting that had become a status update back into the half hour where someone grows.
- 3
Conversations that get finished
Ren surfaces the conversation worth having — a commitment that slipped, someone who has stopped speaking up, work worth recognizing — then helps the manager open it, stay with it, and close it out. Finishing is the part that turns good intentions into a culture where people own their work.
Then it comes back around
What a person owns in one of those conversations becomes the next thing their plan is about, and the next 1:1 picks it up there. Plan, talk, follow through, adjust — a manager running that loop with each person is the whole product. Everything else on this page is how Ren makes it possible to run it with twelve people instead of four.
The loop is Good Authority, put into software
The method comes from Good Authority, the book Jonathan Raymond published in 2016, and the decade of training that followed — more than 100,000 managers at Panasonic, Amazon, Okta and Southwest. Its argument is simple: people grow when someone gives them challenge and care at the same time, in small conversations, early — not in a review once a year. Ren is that method in the flow of work rather than in a training room.
The Accountability Dial™ is the sequence those conversations follow. Start at the smallest stage, and only move up if it doesn’t land.
- 1MentionSay it once, lightly.
- 2InvitationName the pattern.
- 3ConversationShift to impact.
- 4BoundaryWhat changes, by when.
- 5LimitA real consequence, owned.
How the loop runs, in Slack or Teams
There is no separate application to adopt and no dashboard anyone has to remember to open. Ren works in the tool your team already uses, and the loop above runs a few minutes at a time.
- 1
Ren reads the context managers already see
Slack, Teams, calendar and meeting context. It picks out what hasn't been addressed — a slipped deadline, a review that went quiet, someone whose growth theme is slipping. The manager enters nothing.
- 2
Ren drafts the message
A specific opening line to a specific person about a specific situation, in that manager's own phrasing. It follows the Accountability Dial™: start with the smallest move, escalate only if that doesn't work.
- 3
The manager edits it and sends it
Usually a couple of minutes. Ren comes back to see whether it landed and helps close it out. What it keeps afterwards is the outcome — that the conversation happened, and what changed — not a transcript of it.
Why the loop breaks
This is rarely indifference. Managers are stretched, so the plan gets written once and never reopened, the weekly 1:1 fills up with status because status is the easiest thing to fill it with, and the conversation that would actually help someone is the one with no deadline — so it waits. The cost of waiting is not visible until later, when the same issue shows up as a missed quarter, a resignation or a severance.
Training programs are usually forgotten within weeks, and executive coaching generally reaches only senior leaders. Ren gives every manager the same support at the point they need it — inside the plan, the 1:1 and the conversation itself.
What customers report, and what the study measured
The number that matters most below is the middle one. Running the loop properly used to cap a manager at about four people; with Ren they hold it for around twelve.
“Yes the numbers have gotten better, but this work does so much more than that. It’s helping us become more resilient as leaders and as an organization.”
Self-initiated, sustained over six months, with no mandate or reminders.
Managers develop around twelve people where they previously developed four.
Blind study, 400 conversations, scored by independent evaluators: Ren 4.22 out of 5.0, against ChatGPT 2.84, Copilot 2.68 and Gemini 2.48.
What Ren shares, and what it doesn’t
Ren is not a monitoring tool, and the separation below is structural rather than a configurable setting.
Coaching conversations stay private
What a manager works through with Ren — drafts, second thoughts, how to raise something — is not visible to HR, to leadership, or to their own manager. The same holds on the other side: what someone works on with Ren about their own growth theme is theirs. Neither is evaluated on it.
Only outcomes aggregate
What rolls up is that a conversation happened and what changed after it. Leaders can see whether the practice is being used across the organization. They do not get a readable feed of what people said.
No scoring of individuals
No sentiment scores, no productivity monitoring, no ranking people against each other. Features that would only be useful for monitoring people are not built.
What it costs
Free for up to 4 people
Free indefinitely, not a trial period, and no card required. It is the full product — the Accountability Dial, the daily Morning Brief, in-the-moment coaching, and the Slack, Google Calendar and Zoom integrations — subject to a fair-use cap.
Flat monthly plans
One price per plan rather than a per-seat calculation, working out to roughly $50 per person at each cap. The Starter, Team and Growth plans can be started without talking to us.
Compared with executive coaching
Executive coaching typically costs several hundred dollars per person per month and is usually limited to senior leaders. Ren applies the same methodology, which more than 100,000 managers have been trained on, across every seat.
Quantify the avoidance. Move the sliders to see yours.
Every conversation that doesn’t happen has a cost.
Adjust the assumptions to match your reality.
Total annual benefit
$167k
Net value (annual)
$155k
Return on investment
14.0x
Payback period
26 days
Organisation
Total number of employees in your organization
Productivity lift
Faster decisions, clearer standards, increased satisfaction and reduced attrition costs
L&D compression
Reduction in L&D spend resulting from the reinforcement of accountability and growth-focused conversations in Ren
Performance Management Meeting Time Saved
Late conversations, HR intervention, cleanup
HR claims exposure
Total spent on employment claims, settlements, and related legal fees
Estimated reduction from documented in-the-moment coaching (one customer: $1M → $0)
Value mix
Productivity lift
$150,000
60 employees × $2,500/yr
90% of total
L&D compression
$13,500
60 × $1,500 × 15% compressed
8% of total
Performance Management Meeting Time Saved
$3,429
60 × 1 hrs × $57/hr
2% of total
HR claims reduction
$0
$0 × 25% absorbed
0% of total
1-yr investment
$12k
Annual benefit
$167k
5-year net value
$775k
For every $1 invested annually, Ren returns an estimated 14.0x — or $154,989 net of the annual contract.
Productivity lift: timely feedback reducing attrition risk and decision lag. L&D compression: existing platform and coaching spend absorbed by Ren. PM meeting time: $57/hr blended rate (100k salary ÷ 1,750 hrs/yr). HR claims: estimated reduction in employment settlements based on a documented coaching trail. Adjust sliders to match your actual figures.
Based on Ren customer benchmarks. Your results will vary by team.
For legal, security and procurement
Everything below is published except the audit report, so a review can start without contacting us first.
Hosting, encryption, authentication, data residency, the privacy boundary, and the eight facts most security questionnaires open with.
Both buying paths, what gets signed, what security review needs, and what we need from you to produce a quote.
The full agreement and all three exhibits. This is what a signed quote incorporates.
All twelve clauses. Included as Exhibit B of the MSA, so it needs no separate signature.
Every third-party service Ren uses, with purpose, region and data scope.
The independent auditor's report and the penetration test summary, available under NDA on request.
Security questions go to security@tryren.com and contract questions to sales@tryren.com. We usually reply within one business day, and can arrange a live architecture walkthrough on request.
How to start
Either put one manager and their team on the free plan and see what a few weeks of the loop produces — a plan per person, 1:1s that use it, conversations that get closed — or ask us to walk your leadership team through it first.
Other questions are likely covered in the FAQ, and anything else can go to sales@tryren.com.