Exit interview and turnover analysis
Understand why people leave and what would make them stay.
Exit interviews and turnover analysis show why people leave and what would make them stay. The findings help HR and leaders focus on the causes they can change.
Who it is for: HR leaders and senior management.
Timeline: 1–4 weeks, and can be extended depending on the scope of the assessment.
When to use it
- When you notice higher turnover in some teams or roles.
- When experienced people are leaving earlier than expected.
- Before designing a retention plan.
What we measure
- Reasons for leaving: We hold structured, confidential exit interviews to understand the real reasons people leave.
- Turnover patterns by team and role: We analyse turnover by team, role, manager and length of service to find patterns.
- Early warning signs: We identify early signs that someone may leave, such as changes in engagement or absence.
- Retention drivers: We find out what keeps your best people, using stay interviews with current staff.
How we assess
- Structured exit interviews
- Turnover data analysis
- Stay interviews
What you receive
- A report on the main reasons people leave, by team and role
- Early warning signs and the groups most at risk of leaving
- Priority actions to improve retention, agreed with HR and leaders
Contact OPDEV · ask@opdev.org · London, England (WhatsApp +44 7440 585456) · Lahore, Pakistan (WhatsApp +92 328 2888978)