How many times have we lost rising talents to competitors? It feels sad when they come back with a better package that we could not beat. If we had known when they were likely to quit, we would have given a larger bonus to prevent a job hunting attempt and could have kept talents with us longer. Data can do just that! 😀
Attrition is a serious issue. Getting insight into the cause is vital for operational improvement. But exit interview rarely gives actionable insight. Can we use data to uncover the hidden pattern?