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Third party exit interviewsTraditional exit interviews are - sorry to say - usually a waste of time. Remember in particular that employees leave managers rather than companies, so management interviews are unlikely to uncover true motivations. But cost of turnover is a nightmare for many companies. Just look at your recruitment budget, then consider the lost contributions, the wasted training cost and the management time. You need to know the real reasons why staff leave, then you can - if you wish - do something about it. We can provide a very useful solution. Bespoke to your organisation, we will design and host an exit interview questionnaire (essentially a small survey) that will collect non-attributable information from leavers. We will then analyse the returns in a way that really help you develop focused policy initiatives. i.e. Clients need to know not just reasons for voluntary departures but how these reasons vary by different parts the organisation and are changing over time. Depending on organisation size, it can be sensible to run these analyses quarterly or half yearly. We do not recommend simply collecting "negative" reasons for leaving. An exit interview is also an excellent opportunity find out how employees valued various aspects of their employment terms. e.g. "How did you rate [example, pension scheme] which is then associated with a parallel question along the lines of "Do you think the pension arrangements in your new job will be .... " [scale much better : much worse]. Such data is invaluable. The information can inform so many HR initiatives. Everything from remuneration strategy through benefits to employee communications. The investment could save you substantial money through reducing future unwanted turnover. Check out the facts - use exit interviews as an employee turnover survey! contacts for exit interviews . |
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