Resignation wave analysis

What this method does

The method combines structured interviews with leavers and stayers, and a short questionnaire across the population involved. It separates real causes from corridor explanations.

When to launch it

• A team's turnover doubled in a year with no shared explanation.
• Exit interviews exist but are neither structured nor usable.
• A critical population — engineering, sales, field — is leaving faster than the rest.

How it runs

1. 1

   Population

   You target the teams, roles or sites hit by the departures.

2. 2

   Interviews

   Interviews with leavers and stayers, transcribed and attributed automatically.

3. 3

   Cross-check

   Stated reasons are cross-checked with a short questionnaire across the population.

What you get

• Ranked causes of departure, by team and role
• Risk signals among the employees who stayed
• Retention actions prioritized by impact and cost

What is measured

• Intention to leave and early signals
• Relationship with the manager
• Career prospects and recognition
• Workload and working conditions
• Perceived pay fairness

Who it is for

HR and operational leaders facing abnormal turnover on an identified population.

The firm