Track and analyze employee attrition patterns, identifying key trends, risk factors, and opportunities for retention improvement across departments, tenure groups, and performance levels. This report supports strategic workforce planning and retention initiatives.
Report Objective
Monitor and analyze monthly employee attrition trends, focusing on voluntary and involuntary departures, departmental patterns, and key risk indicators to support proactive retention strategies and workforce planning initiatives.
Overall Attrition Trends
Line chart showing monthly attrition rates with department breakdowns
Questions to Consider:
How does current month attrition compare to historical averages?
Which departments show concerning trends?
Are there seasonal patterns in voluntary departures?
What is the split between voluntary and involuntary departures?
Which departments show consistent vs. volatile attrition patterns?
Are there any seasonal trends in department-specific attrition?
How do department attrition rates compare to company average?
Is there a correlation between department size and attrition?
Which departments maintain healthy retention despite their size?
Are smaller departments at higher risk of talent loss?
High-Risk Employee Segments
Bar charts examining attrition by tenure and performance ratings
Questions to Consider:
Which employee segments show elevated attrition risk?
How does tenure correlate with departure likelihood?
What is the relationship between performance ratings and retention?
Are we losing high performers at a concerning rate?
Which tenure bands are most at risk for attrition?
How does early-career attrition compare to experienced employee retention?
Are there specific retention strategies needed for different tenure groups?
How does attrition vary across performance levels?
Are we retaining our high performers effectively?
What is the impact of performance management on retention?
Exit Interview Insights
Table showing primary departure reasons and satisfaction metrics
Questions to Consider:
What are the most common reasons for voluntary departures?
Are there patterns in feedback from exit interviews?
How do satisfaction scores vary across departments?
Which factors could be addressed to improve retention?
departure_reason
count
avg_satisfaction_score
Better Opportunity
5
3.4
Career Growth
23
3.6
Compensation
42
2.5
Work-Life Balance
23
4.2
Management
34
3.6
Company Culture
45
3.3
Relocation
35
3.0
Personal Reasons
27
3.7
Better Opportunity
5
3.3
Career Growth
5
3.8
What are the most common reasons for employee departures?
How do satisfaction scores correlate with departure reasons?
Which areas require immediate attention for retention improvement?