Except in the case of retirement, a separation is a failure, and typically it is management that has failed.  Because of that, understanding the reason for that separation is very important to the organization, and an exit interview is another best practice for an employer.   Was it a fundamentally a “bad” choice?  And by who?  Was the employee chosen despite the fact that the role, duties, culture, and/or pay offered was not appropriate?  And were any of those shortfalls not properly transmitted or noted back when that departing employee was an applicant?  Or was the employee mismanaged and either not identified, advanced, promoted or paid commensurate with the skills and talents he or she brought to the table?  These identifiers can help guide an employer to better future choices and result.