← HR Metrics·Engagement & Retention
Exit Reason Distribution
Distribution of reasons for employee departures
How it’s computed
COUNT(exits) GROUP BY reason
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“You can use dozens, if not hundreds, of different characteristics to describe your employee population or any given employee in that population. The provided examples are a simplified variation of data that exists in every human resources information system (HRIS) or HR…”
— People Analytics For Dummiesmatch 58%
“References: (1) Rachel Emma Silverman and Nikki Waller (2015) The Algorithm That Tells the Boss Who Might Quit. https://www.visier.com/the-algorithm-that-tells-the-boss-who-might-quit/ (26 November 2018) (2) Erik van Vulpen, Predictive Analytics in Human Resources - Tutorial and…”
— Predictive HR Analyticsmatch 54%
“Stagnating in a role for an additional 10 months raises the odds that employees will leave the company for their next role by about one percentage point, a statistically significant effect. (16) Corporate Culture Research have shown that there is a relationship between Corporate…”
— People Analytics Text Mining with Rmatch 52%
Resources: People Analytics For Dummies · Predictive HR Analytics · People Analytics Text Mining with R