Exit interviews tell the truth

Want to know why employees did leave not why they might leave?

















Exit interviews are the only way to get candid unsensored feedback from those that have left an organisation.

What was the trigger that caused them to resign? What would have made them stay longer? How long did it take the to resign?

Wouldn't it be nice to have to have the foresight to manage potential future resignations?

http://retentionpartners.com.au/workshops.php

Exit interview workshops can help make your exit interviews meaningful!

Don't let exit interviews become just another tick off the list!

Exit interviews provide extremely valuable information. IF exit interviews are conducted in the correct way you could increase employee productivity dramatically.

It all comes down to making the ex-employee feel comfortable enough to be open and honest along with asking the right questions. Then, of course, comes the reporting. Assuming all these are done correctly you now have golden insight in to what is great and not great about working for your organisation.

As we say 'knowledge is power'!

http://retentionpartners.com.au/workshops.php

How do I report and analyse an employee survey?

  Most organisations will have 2 reporting needs:

1. HR must know the common themes affecting join, stay and resign behaviours and
2. The management team must know which strategies and policies you want to change to improve retention as a result

Data collation

Open-ended questions results in better quality data. However, these types of questions also present challenges in collation.  A number of options are set out below.

Remember, we’re doing exit interviews so that retention solutions become obvious!  Approximately 20 interviews are needed before the major themes are able to be established.

There are at least 5 relatively simple ways to collate data.

Option 1: Question by question

Open-ended questions such as ‘What attracted you to the organisation?’ can be collated question by question. For example, gather all interviews and collect all responses to the first question. Review all responses to determine the main themes relating to that question. Then repeat that approach for each remaining question.

Option 2: To support an intervention

Collect all responses for questions that will guide a particular intervention. For example, if the organisation wants to test its employer branding, collate questions relating to why employees joined the organisation and what they would tell their friends. If the organisation wants to review its manager’s effectiveness, use the responses to any manager-related questions to guide those decisions.

Option 3: High value employees

Another collation alternative is to isolate interviews from key employee groups. For example, say you really needed to retain your sales people. Isolate all interviews from former sales people to determine issues affecting those employees. This approach works best when there are more than 10 respondents in a group, as fewer respondents means that common themes will not emerge.

Option 4: Demographic analysis

The demographic questions lend themselves to easier data collation and analysis. Demographic questions are those at the conclusion of the questionnaire which collect information about age, gender, location and so on.

Collate your interviews when you have at least 20, or a number that is sufficiently large that you’ll have enough material by which to draw reliable conclusions

Nothing but the truth in an exit interview!

So, we do exit interviews, all the time.

We talk with employees who’ve decided to leave our clients.

And we hear it all. These honest conversations would sometimes break your heart.

• The man who, after a restructure, decided to resign rather than have his wife think he had been demoted.

• The young bloke who actually had the guts to put up with the bullying but couldn’t stand being told to ‘suck it up’ by his boss.

• The loooooong term employee (42 years) whose last day wasn’t a party but a handover of swipe cards and a ‘You still here?’ from the security guard.

When we’re asked to take over the exit interview and reporting process, we’re always keen to find out why – what’s the client currently doing that’s not working?

And we do laugh when we discover that when employees complete an internal exit interview, the most popular reason for resigning is…

Go on, guess!

It’s ‘Other’.

That’s right. ‘None of the above’.

Now if I’m in charge of reducing employee turnover and 56% of people leave for ‘Other’ reasons… what am I supposed to do with that??

So please, please outsource your exit interview process, to us or to anyone that’s just not you! This is a great chance to discover what policies and practices to change to attract and keep great people.

Do you think your employees tell you ‘nothing but the truth’ in your exit interviews? Would you?

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An exit interview with the chef!

So, ever had the restaurant experience from hell? Lousy service, poorly cooked food?

Ever had a quiet word to the restaurant about it later?

Or do you just not go back, and tell all your buddies to avoid the place?

If you're the chef or restaurant owner, that feedback can be the difference between a full house or empty seats.

How do you know what to fix if you're never told?

And sure, there are nice way and not nice ways of saying what’s irked you.

But maybe next time, ring the restaurant the next day and tell them. If they're any good, they'll listen. And if they're not, you've done your bit.

Same with being at work: can you find a way to say to your manager what you'd like more or less of? What you'd like him/her to stop doing/start doing to support you at work? Too many people leave the business because of something – often quite doable – that the manager can influence, if only they knew!

An exit interview on leaving the restaurant might be handy!

At Retention Partners we can do exit interviews to get the information you need.

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