If you have been sending out surveys to employees who have left the company, you will be able to analyze the data for this segment of users and understand the real causes of employee turnover. If you have implemented exit surveys within Peakon, the platform will combine these with broader employee feedback data, analyzes the final months of feedback from all your recent departures, and surfaces the issues that contributed to attrition in real-time reports.
As with all other segments, it is possible to view the separation segments for your team in the heat map, and then open the segment to delve into it deeper.
From there, review any strengths and priorities, along with any highlighted segments. Peakon will suggest some actions for each driver question. Review the comments and any topics to help inform your action planning.
It's also worth noting the frequency at which your employees are being surveyed when viewing separation date segments. It's more valuable to survey at higher frequencies to ensure more up-to-date and relevant insights that can be factored into action planning.
For users with access to all company data, it is possible to change the context of the dashboard to the < 3 months before separation segment.
Taking the "< 3 months before separation" example pictured below, it's important to remember that when viewing the engagement score over time using the expanded timeline graph, that going back further than three months likely means you are looking at scores of employees who would now have left your organization.