1️⃣ Gatekeeper Approach (Manager or Employee)

Goal:

Get through to the owner or decision-maker — quickly, without overexplaining.

Script:

“Hey there — I’m reaching out because we have something specifically for the owner. Is that you, or could you connect me with them?”

(If they ask what this is regarding:)

“We work directly with business owners to give them deep insight into how their team is really doing — what’s working, what’s at risk, and what’s worth celebrating. It’s not a sales pitch — it’s about seeing if there’s a fit to work together.”

If asked what it’s about:

Brava is a workplace reporting tool that helps small businesses uncover what’s actually happening inside their teams — and certifies those that earn it.

We don’t rely on vague scores — we compare staff, manager, and leadership input side-by-side to expose alignment gaps, early burnout, and cultural strengths.

In one short check-in, you’ll uncover:
1) What parts of your culture are energizing — and what’s draining your people
2) Signs of quiet quitting or disconnect
3) Misalignment between how leadership thinks things are vs. what the team experiences

Everyone who takes it also gets a free 1-on-1 coaching session, which boosts morale and makes participation effortless.

2️⃣ First Contact with Owner

Script: Establish your intent, make it about them, and invite a real conversation — not a pitch.

“Hey [Owner Name], I’m with Brava. I’ve been looking into your business, and from the outside, it looks like it could be a great fit — that’s why I wanted to reach out.

My goal here is simple: I want to find out if you're in the market for improving things like retention, customer service, and overall team productivity.

Would it be valuable to have clear visibility into blind spots — and deep insights into how your workforce actually feels and functions — so you can operate with more confidence and clarity?

That’s what we do. We give business owners the kind of honest, internal view most never get — before it turns into turnover, disengagement, or missed growth opportunities.”

The difference of not having Brava is like managing your business with noise-canceling headphones on. You’re focused and leading forward—but subtle signals from your team get lost in the silence.

So let me ask you — what are your top priorities right now in the business? If there’s overlap, maybe we explore it. And if not, that’s okay too.”

3️⃣ Discovery & Qualification

Open with:

“Just to see if there’s a real fit here — what are your top priorities in the business right now? Are you focused on anything like improving retention, boosting team performance, customer experience, or maybe hiring and growth?”

If they mention a related priority (examples):

• Retention: “That’s a huge one — most turnover happens silently, and Brava’s built to catch those early signals before it costs you months and thousands.”
• Customer service: “Your frontline culture drives customer experience — Brava helps you see how supported and engaged that team actually feels.”
• Productivity/performance: “When teams feel aligned and heard, performance follows — Brava gives you the internal clarity that makes that happen.”
• Hiring/growth: “When people sense a strong, trusted culture, they stay longer and refer better candidates — Brava helps create that reputation.”

If they say nothing is really a priority:

“That’s totally fair — but just out of curiosity: would it be valuable to have a clearer view into how your team is actually doing? I’m talking about knowing where energy is high or low, where leadership and staff are aligned or not, and where trust or friction might be building under the surface.”

The difference of not having Brava is like driving a high-performance car with no dashboard. You might be moving fast and feeling in control—but without the right gauges, you won’t see the early warnings until it’s too late.

Follow-up Qualifying Questions:

• “When was the last time you saw side-by-side data showing how staff, managers, and leadership actually perceive things differently?”
• “If burnout, disengagement, or misalignment were happening, would you know before it turned into turnover or performance issues?”
• “If we handed you a snapshot of your culture with clear action points — would that help you lead more confidently?”
• “Do you ever wonder if your team’s silence is actually satisfaction — or something else?”

4️⃣ Presenting Brava

“Brava isn’t a survey tool — it’s a diagnostic. It gives you a clear internal snapshot of your workforce: where energy is high or low, how aligned your team really is, and what’s quietly costing you time, trust, and talent.”

• ✔️ Anonymous check-in across staff, managers, and leadership
• ✔️ Side-by-side insight into trust, alignment, loyalty, and stress
• ✔️ Clear visual report — not vague scores or generic feedback
• ✔️ Option to unlock full insights and earn Brava’s Best Workplace Certification

Not having Brava is like:

• • Driving with your dashboard turned off — you don’t see the warning lights until something breaks
• • Coaching a team without ever watching the game tape — you’re guessing what’s working
• • Running payroll but never checking if your team wants to stay — you assume silence means satisfaction

5️⃣ Objection Handling

❌ “It’s not a priority right now.”

“What’s not a priority today becomes a liability tomorrow.”
Not measuring your culture won’t hurt today — but it’s how you lose key people, delay growth plans, and spend 6–12 months backfilling roles you didn’t see leaving.

❌ “We’re not interested.”

“You might not be looking for answers — but your team has questions.”
A lack of interest at the top leads to quiet disengagement at the bottom — and that’s how productivity dips, morale fades, and retention slowly unravels.

❌ “We’re doing fine.”

“Feeling fine is what comes right before the cracks show.”
Most companies doing “fine” stop noticing the small signs — until top talent leaves, clients feel it, and internal trust takes months to rebuild.

❌ “We don’t have budget for this.”

“Budget cuts won’t save you from culture costs.”
Skipping Brava may save $5K — but one burnout, resignation, or misfire can cost 10–15x that.

❌ “We don’t really see the value.”

“You won’t see the value — until you feel the cost.”
When you’re guessing instead of measuring, you overspend on hiring, lose time solving the wrong problems, and miss early warning signs that would’ve saved you thousands.

6️⃣ Close or Send Materials

• “We don’t sell you an idea — we show you your team. You can own the full report if it delivers value. And if it doesn’t show you anything new, you’ll walk away sharper than you came in.”
• “We built this for owners who don’t have time for fluff — just results and data they can act on. If that sounds like you, we can get your team set up today.”

7️⃣ Follow-Up

Send email with overview + link to BravaCertified.com

Follow up by phone with:

“Just checking — would it be helpful to see what your team’s actually saying beneath the surface? We can still give you a preview to decide if it’s worth diving deeper.”

📋 Optional Conversation Starters

• “If there was misalignment between your staff and managers, would you want to see it now — or after someone quits?”
• “Would your team tell you if morale was fading? Or would they just start showing up differently?”
• “Is it better to discover cultural gaps now — or wait until they affect performance?”

📈 Sales Cycle Summary