Look at our exit interviews and recent departures from the last two quarters, tell me the real themes behind why people are leaving, and draft a retention plan I can take to leadership.
Pulling the last two quarters of departures and reading the exit interview notes.
Gathering attrition data2 steps
Read exit interview notesCoding the exit themes and cross-referencing against the last engagement survey.
The pattern is clearer than the headline number. Of 14 exits, 9 are regrettable, concentrated in Engineering and Support. The dominant themes are lack of career growth and manager support - not compensation, which only shows up third. That lines up with the engagement survey, where growth and manager scores both dropped. I drafted a retention plan that targets the two at-risk teams first.
⠇ThinkingESC to interrupt
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