The article emphasizes the importance of distinguishing between regrettable and non-regrettable employee terminations. Not every exit is detrimental, but when high performers leave, it can indicate deeper issues within the organization. Many companies focus solely on turnover rates, while the effective ones analyze which departures are impactful. By implementing structured feedback and career development, organizations can reduce regretted attrition. The article advocates for a centralized approach to employee retention and offboarding, facilitating a stronger, more resilient workplace culture.
You lose a team member and think, 'Could we have done something to keep them?' That is the primary question that separates regrettable vs. non-regrettable termination.
Most companies focus on the number of exits. The smart ones focus on which exits they can't afford.
Reduce regretted attrition with structured feedback, career development opportunities, and smart retention workflows.
When employees leave, it's not always a red flag. But when the right ones walk away, it signals something deeper than just a role mismatch or a better offer.
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