The Exit Interview and Turnover Diagnostic

The exit interview is conducted at the exact moment a person has the least incentive to be honest. They may need a reference, they may return, and they have no interest in a difficult conversation about a place they are leaving in nine days. So they say it was a great opportunity and the money was better, and the part that would have been useful is missing.

This toolkit rewrites the exit interview around the decision rather than around satisfaction, and adds the instrument almost nobody runs: the stay interview, held with people who are not leaving, which works far better for the obvious reason that the problem can still be fixed. It includes turnover cost arithmetic built from your own invoices rather than a contested salary multiple, five ways to cut the data to find the pattern that repeats, and a three-month follow-up sent to a personal address once honesty has stopped being expensive.

For HR teams, people leaders and founders losing people they wanted to keep.

What it is not: a benchmarking product. There are no industry norms here, because the comparison that matters is between your own teams and your own last year. The toolkit is direct about the finding organisations are slowest to name, which is that regretted turnover usually concentrates under particular managers rather than across a market.

11 pages, A4, formatted for printing. Delivered as a PDF immediately after payment.