How to Manage Regrettable vs Non-Regrettable Termination in ClickUp

Using ClickUp to document and analyze regrettable vs non-regrettable termination helps HR leaders make data-driven decisions, protect the business, and improve retention strategies.

This how-to guide walks you step-by-step through building a simple, repeatable termination tracking workflow based on the concepts in the original ClickUp blog article on regrettable vs non-regrettable termination.

Step 1: Design Your ClickUp Space for Termination Tracking

Before adding tasks, create a clear structure in ClickUp where all termination data will live. This ensures consistency and easy reporting later.

Create a dedicated ClickUp Folder

1. Create or choose a Workspace where HR data is stored.
2. Add a new Folder named something like “Employee Lifecycle & Termination”.
3. Limit access to HR, legal, and leadership to protect sensitive data.

Add a ClickUp List for terminations

1. Inside the Folder, create a List called “Terminations”.
2. Use this List as the single source of truth for all termination records.
3. Configure View permissions so only approved users can see details.

This structure gives you one ClickUp location where all termination types can be documented and compared.

Step 2: Build Custom Fields in ClickUp for Key Termination Data

To distinguish between regrettable and non-regrettable termination, you need specific data points. Custom Fields in ClickUp let you do this in a structured way.

Essential ClickUp Custom Fields to add

• Termination Type (Dropdown)
  • Voluntary
  • Involuntary
• Regrettable Status (Dropdown or Label)
  • Regrettable
  • Non-Regrettable
  • Unknown / Under Review
• Reason Code (Dropdown)
  • Performance
  • Misconduct
  • Redundancy / Layoff
  • Career Change
  • Compensation
  • Manager / Team Fit
  • Personal Reasons
• Impact Level (Dropdown)
  • High Impact
  • Medium Impact
  • Low Impact
• Critical Role (Yes/No)
• Tenure (Number – months or years)
• Last Performance Rating (Dropdown)
• Eligible for Rehire (Yes/No)
• Confidential Notes (Text)

These fields reflect the core ideas from the source article: clarifying the type of termination, the business impact, and the reasons behind it.

Step 3: Create a Standard ClickUp Task Template for Terminations

Consistency is critical for good HR analytics. A task template in ClickUp ensures every termination record follows the same structure.

Set up the ClickUp termination template

1. In your “Terminations” List, create a sample task.
2. Name it “Template – Termination Record”.
3. Fill in the Custom Fields with example values.
4. Add key sections to the task description:
   • Employee summary
   • Role and tenure
   • Termination context
   • Regrettable vs non-regrettable analysis
   • Manager input
   • HR notes
   • Lessons learned / action items
5. Add checklists for required steps:
   • Collect manager feedback
   • Review performance history
   • Confirm reason code and status
   • Complete exit interview (if applicable)
   • Update systems and access
6. Save it as a ClickUp Task Template so HR can reuse it.

Now every time someone leaves the company, HR can create a new task from this template in ClickUp.

Step 4: Capture Each Termination in ClickUp

Once your structure and template are ready, start recording individual terminations as tasks.

How to log a new termination in ClickUp

1. Create a task from the “Template – Termination Record”.
2. Name the task using a consistent format, such as “Termination – [Role] – [Month Year]”.
3. Assign the task to the HR business partner responsible.
4. Set a Due Date aligned with the employee’s last working day.
5. Fill in all Custom Fields:
   • Termination Type
   • Regrettable Status
   • Reason Code
   • Impact Level
   • Critical Role
   • Tenure
   • Last Performance Rating
   • Eligible for Rehire
6. Add notes in the description based on the exit conversation and manager feedback.

This process clips to the source article’s recommendation: always consider business impact, performance, and future potential when classifying a termination as regrettable or non-regrettable.

Step 5: Use ClickUp Views to Analyze Terminations

The power of ClickUp comes from turning raw records into actionable insights.

Create analytic Views in ClickUp

• Table View
  • Display key Custom Fields: Regrettable Status, Role, Tenure, Impact Level, Reason Code.
  • Sort by date to see patterns over time.
• Filter Views
  • Filter by Regrettable = “Regrettable” to see all high-impact losses.
  • Filter by Tenure < 12 months to study early attrition.
  • Filter by Reason Code (e.g., “Compensation” or “Manager / Team Fit”).
• Group By Views
  • Group by Department or Team to see hotspots.
  • Group by Manager to identify coaching needs.
  • Group by Reason Code to reveal systemic issues.

These Views in ClickUp directly support the article’s focus on understanding why people leave, not just tracking that they left.

Step 6: Turn ClickUp Insights into Retention Actions

Classifying termination as regrettable vs non-regrettable is only useful if you act on the data.

Translate ClickUp data into decisions

• If many high performers leave for compensation, review pay bands and bonus structures.
• If regrettable exits cluster under a few managers, invest in leadership coaching.
• If non-regrettable termination is mostly performance-based, strengthen hiring and onboarding standards.
• If critical roles show high regrettable loss, create succession plans and mentoring programs.

Use ClickUp tasks to track each retention initiative and connect them back to the termination analysis that triggered them.

Step 7: Standardize and Review Your ClickUp Process

The source article emphasizes clarity and consistency around what counts as regrettable versus non-regrettable. Formalize that in your ClickUp process.

Document rules inside ClickUp

• Create a Wiki-style Doc that defines:
  • What “regrettable termination” means for your company.
  • What “non-regrettable termination” covers.
  • How to choose Reason Codes and Impact Levels.
• Link this Doc in your “Terminations” List description for quick reference.
• Review these definitions with HR and leadership at least annually.

Aligning everyone on definitions ensures that when you analyze termination data in ClickUp, you can trust your conclusions.

Next Steps and Additional Resources

With this setup, your organization can use ClickUp not only as a project management tool but also as a structured HR analytics system for termination decisions.

• Revisit your Custom Fields every few months and refine them based on what you are learning.
• Compare your internal patterns against the ideas presented in the original regrettable vs non-regrettable termination guide.
• Consider external strategic help for deeper HR analytics and automation. For example, Consultevo offers consulting on process optimization and data-driven operations.

By following these steps, you will have a practical, repeatable way to classify, document, and analyze termination events in ClickUp, turning sensitive HR moments into actionable insights that strengthen your organization over time.

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