Why Did You Leave?
Discover the true reasons behind employee departures with reliable, data-driven insights.
The Problem With Exit Interviews
Traditional Methods
- Poor Timing
Exit interviews are normally conducted on the last day, when the employee has little incentive to engage in the process or be completely honest.
- Low Reliability
Interviews are normally conducted by a single individual, leading to a risk of bias and inaccurate record keeping.
- Ineffective
Information is not usually shared beyond the immediate HR team and functional manager group. Change is limited.
The Why Way
- Smart Timing
Our research has shown that interviews conducted approximately 3 months after departure lead to more honest feedback.
- High Reliability
Interactive AI tools, guaranteed anonymity and direct capture of user information ensures accuracy and elimination of third-party biases.
- Actionable
Our reports show trends within the company over time and between teams. We provide actionable recommendations where appropriate.
How We Guarantee Anonymity
- Company sends employee a generic Why code
- Employee anonymously fills out survey
- Company receives quarterly report with aggregated scores
- The Why Crew receives survey responses and removes identifying characteristics
Case Study
Triceratops Inc
Triceratops Inc. engaged us in 2023 due to a sharp rise in attrition from 8% to 23%. While exit interviews suggested compensation as the issue, our analysis revealed a different story. Leavers were overwhelmingly negative about their experience, with many choosing to leave without being recruited away. The problem was most severe in the sales team, where we found a clear link to the arrival of a new sales leader whose management style sparked significant dissatisfaction.
Ready to Understand the WHY?
Gain deep insights into employee behavior and drive better decisions with data you can trust.