exit-analysis

name	exit-analysis
description	Analyze exit interview data and identify retention insights and patterns
allowed-tools	["Read","Write","Glob","Grep","Bash"]
metadata	{"specialization":"human-resources","domain":"business","category":"Employee Relations","skill-id":"SK-017","dependencies":["NLP libraries","Exit survey data"]}

Exit Interview Analysis Skill

Overview

The Exit Interview Analysis skill provides capabilities for analyzing exit interview data to identify retention insights, patterns, and actionable improvements. This skill enables systematic exit data collection, theme analysis, and retention strategy recommendations.

Capabilities

Interview Design

• Create exit interview question templates
• Design survey instruments
• Configure voluntary vs. involuntary paths
• Include skip logic and branching
• Support multiple collection methods

Theme Analysis

• Analyze exit data for themes and patterns
• Apply NLP to open-ended responses
• Cluster related feedback
• Identify emerging issues
• Track theme prevalence

Turnover Analysis

• Calculate voluntary turnover drivers
• Segment analysis by demographics
• Identify high-risk populations
• Compare regrettable vs. non-regrettable
• Track trends over time

Departmental Reporting

• Generate department-level exit reports
• Compare managers and teams
• Identify outlier departments
• Create benchmark comparisons
• Support manager feedback

Issue Identification

• Identify management and culture issues
• Detect compensation concerns
• Surface career development gaps
• Flag work-life balance issues
• Highlight recognition deficits

Recommendations

• Create retention recommendation reports
• Prioritize interventions
• Estimate impact of changes
• Connect to specific actions
• Track recommendation implementation

Usage

Exit Survey Template

const exitSurvey = {
  name: 'Standard Exit Survey',
  sections: [
    {
      title: 'Overall Experience',
      questions: [
        {
          type: 'scale',
          text: 'How likely are you to recommend this company as a place to work?',
          scale: { min: 0, max: 10 },
          isNPS: true
        },
        {
          type: 'multiselect',
          text: 'What were your primary reasons for leaving?',
          options: [
            'Compensation', 'Career advancement', 'Management',
            'Work-life balance', 'Company culture', 'Job fit',
            'Relocation', 'Personal reasons', 'Other opportunity'
          ]
        }
      ]
    },
    {
      title: 'Manager Relationship',
      questions: [
        {
          type: 'scale',
          text: 'How would you rate your relationship with your direct manager?',
          scale: { min: 1, max: 5 }
        },
        {
          type: 'openText',
          text: 'What could your manager have done differently?'
        }
      ]
    }
  ]
};

Analysis Configuration

const analysisConfig = {
  dateRange: {
    start: '2025-01-01',
    end: '2026-01-24'
  },
  segments: [
    'department', 'manager', 'tenure', 'level', 'performance'
  ],
  themeAnalysis: {
    enabled: true,
    minMentions: 5,
    categories: [
      'compensation', 'management', 'culture', 'growth',
      'workload', 'recognition', 'flexibility'
    ]
  },
  benchmarks: {
    internal: true,
    external: 'industry-benchmark'
  },
  output: {
    executiveSummary: true,
    departmentReports: true,
    trendAnalysis: true,
    recommendations: true
  }
};

Process Integration

This skill integrates with the following HR processes:

Process	Integration Points
employee-exit-offboarding.js	Exit data collection
turnover-analysis.js	Retention strategy input
employee-engagement-survey.js	Cross-reference engagement

Best Practices

1. Consistency: Use standardized questions for trending
2. Timing: Conduct exit interviews after resignation, before departure
3. Multiple Channels: Offer survey and live interview options
4. Confidentiality: Aggregate data to protect individuals
5. Action Loop: Connect insights to retention actions
6. Share Results: Report findings to leadership regularly

Metrics and KPIs

Metric	Description	Target
Participation Rate	Exiting employees who complete survey	>80%
Regrettable Turnover	High performers leaving	<10%
Theme Resolution	Issues addressed after identification	Track
Manager Coaching	Managers with exit feedback addressed	100%
Stay Interview Follow-up	Exit insights used proactively	Yes

Related Skills

• SK-019: Turnover Analytics (predictive analysis)
• SK-020: Engagement Survey (current employee input)