HR & People
Exit interview theme analysis
Analyse free-text exit interview responses to identify patterns in reasons for leaving. Surfaces retention risks by department, manager, or role type that single interviews don't reveal.
40–60%
reduction in exit data analysis time
Opportunity assessment
Minor improvement. Small efficiency gain with limited effect on overall turnover or bottom line.
Very easy to implement. Ready-to-use tools exist. Can be up and running in days or weeks with minimal technical resource.
Light data requirements. Uses straightforward inputs — documents, product descriptions, customer records — that are usually accessible with minimal prep.
Low risk. Limited external exposure. A human reviews output before it reaches anyone outside the team.
Very easy to absorb. Runs quietly in the background or gives people a helpful new input. Makes everyday work easier with almost no friction.
Tooling required
Things to consider
Anonymisation is essential — individual exit feedback must not be identifiable, particularly in small departments where a pattern of one reveals the person.
The analysis must reach the right people. If exit themes point to a management issue but the report only goes to the person with the issue, nothing changes. Define the escalation and accountability path before running the analysis.
Predefined theme categories (compensation, career progression, management quality, culture, workload) produce more consistent analysis than asking the AI to surface its own themes.
Exit interview data skews negative — people who leave for positive reasons (better opportunity, relocation) are underrepresented relative to those who leave from dissatisfaction. Weight the analysis accordingly and triangulate with engagement survey data for the full picture.
Experiment starter: Collect six months of exit interview responses. Anonymise and run through an LLM using a predefined theme taxonomy. Present the top three themes to the CHRO. If any themes are surprising relative to the team's current understanding of retention drivers, the analysis is adding genuine insight.
Go deeper in the playbook
Section — Opportunity Identification, including the AI Opportunity Assessment ScorecardSection — RAG and Knowledge Systems: Unlocking Proprietary DataThis is an decision support opportunity — see the relevant playbook section for how to approach it.More in HR & People
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