Exit analysis & retention advice

The departure of an employee not only costs time and money, but also knowledge, experience and continuity. However, the conversation about “why people leave” often only starts at the exit interview. You're too late with that. Deepler believes in a different approach: preventing turnover by early insight into the reasons for leaving that already exist under the skin of incumbent staff.

Gradience doesn't start with goodbye

People don't leave their jobs on a Tuesday at 3:00 p.m. That decision comes slowly - often months in advance. There are always signals: a decline in engagement, frustration with leadership, lack of development opportunities. Deepler maps these signals early through targeted employee surveys, with themes such as workload, culture, leadership and career prospects.

Our algorithms detect patterns that indicate increased turnover risk even before employees express their intention to leave. This makes retention a proactive strategy, instead of a reactive puzzle.

Exit data as a mirror, not an end point

Nevertheless, exit data remains valuable. That is why Deepler offers an automated and accessible exit survey, which allows departing employees to share their experience within 2 minutes. Anonymous, brief, and validated. Not to pay, but to learn. And above all: to recognize patterns that may also occur among current employees.

By comparing the exit data with the experience data of seated staff, a complete picture is created: who is leaving, why, and who is next if we do nothing?

Retention advice: focus not on loyalty, but on relevance

Deepler consultants help organizations turn these insights into a concrete retention plan. Not by focusing on “more commitment”, but on offering a work environment that matches what employees are looking for and need. To do this, we analyse:

• which target groups show increased risk;

• which themes (such as leadership, recognition or balance) are sensitive;

• which interventions make the difference.

Together, we set priorities, formulate actions, and set up measurement points to monitor the effect of those actions. This makes retention tangible, measurable and controllable.

Preventing exit = improving culture

If you want to improve retention, you must dare to change the culture. Not with separate initiatives, but with structural improvements based on data. Deepler provides HR and management with the insights and tools to tackle this smartly. With an integrated approach to experience, course risk and intervention.

Saying goodbye is becoming rarer. What if it does happen? Then it provides insights that strengthen the rest of your organization.

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