I should probably follow some of the links referenced in the article. The article itself is a little irritating. It seems like the goal is askew: predict who wi

I should probably follow some of the links referenced in the article. The article itself is a little irritating. It seems like the goal is askew: predict who will leave so you can keep them. In every organization I've been in, some people should leave. Perhaps they're at a bad point in their lives; perhaps they're just not a good organizational fit. Whatever the reason, keeping them poisons the team they work with. The approach is seriously lacking in the factors it looks at for flight-risk. Every organization has a culture: a way of going about getting work done, dealing with petty administrative tasks, behaving, talking, etc. These factors are extremely difficult to convey when hiring someone. Unfortunately, some individuals aren't always a good fit for a culture. Over time, I've found out from experience that I don't like large organizations. Large organizations have a certain bureaucracy and formality that I find irritating. I left one particular organization just for that reason. My current employer is still too large for my tastes. They treat me well, the pay is fine, the benefits are unheard of nowadays. I just don't like the bureaucracy and formality. One more point is that the reasons for leaving may be different in our current era of entrepreneurship. People may simply leave to follow their own ideas about a business.