Hi All
Exit Analysis should also include things like:--
1. Analysis of the average duration in which an employee leaves the organization - this is the vulnerable band of time when most people leave. For example, if most people leave within 6-8 months (dependent on industry type), probabaly not enough hand holding or internal selling has happened. Similary it is seen less people leave within 4 to 5 years of their service in an organization - mostly because they wait to collect their gratuity after completion of 5 years. (examples, only)
2. Analysis of which particular department do most people leave - to revisit the processes/funcitoning of this department to see why an employee leaves that role. This could attract role re-definition, process realignment, incentives, target realignment, etc.
3. Analysis of which manager do employees leave the most. As the saying goes... people dont leave the organization, they leave their bosses. The manager probably needs to be trained for leadership skills, team management, job definition, etc.
4. Analysis of Qualification of the person(s) leaving. Again for our understanding sake, an undergraduate would be less likely to change jobs for fear of insecurity, income etc. A qualified well experienced person has the chances of being attracted over by competitors, etc and is more likely to jump around.
5. Case of wrong hire. There are seat warmers / job hoppers, who take up a job only to gain experience and would jump for even few hundred bucks. This reflects on the hiring process of the organization and needs improvement.
Most of the time people give the reason "FOR BETTER PROSPECTS", or "FOR GROWTH", while leaving an organization.
Ask them to define growth while selecting.
Cheers!!!