Exit Interviews
The cost of employee turnover is now higher than ever. Not only does it have a monetary impact on advertising, recruitment and training, but also by overtime payments for other members of staff, missed deadlines, interruptions to the flow of work, and low employee morale.Conducting an exit interview will assist you in measuring and analysing levels of staff turnover and will identify the major factors why people are leaving; this will provide information on how you can improve staff retention. Exit interviews provide an opportunity to "make peace" with disgruntled employees, who might otherwise leave with vengeful intentions.
Exit interviews are seen by existing employees as a sign of a positive culture. They are regarded as caring and compassionate - a sign that the company is big enough to expose itself to criticism. Hearing and handling feedback is a powerful development process.
- Have somebody impartial conduct the exit interview to minimise distortion
- Explain the reason for the exit interview
- Get to the route of any problems
- Exit interviews help to support an organisations HR practices
- Feedback received must not affect any future references
- Accrediting bodies concerned with quality management view exit interviews as positive and necessary.
Read More from the CIPD on outsourced telephone exit interviews
Employee turnover can also cause damage to an organisation's local reputation. Collating feedback from your leavers will assist in identifying key areas to address before launching a recruitment drive.
We can offer independent exit interviews followed by a report and summary each month to help you monitor any trends as to why staff might be leaving, giving you that vital information to take any necessary action.
