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The silliest practice in retention is counting all quits equally in your turnover calculations. So the purpose of this article is to “open your mind” about the problem of measuring only aggregate “total turnover. ” And why you must begin measuring, prioritizing, and focusing on the most damaging category of all turnover. Which I call “devastating turnover.”An example of devastating turnover would be, “Ouch, our AI team lead just quit and went to our competitor.” The remainder of this article focuses on revealing the different types of devastating turnover as well as the tremendous costs and business impacts associated
