Don't be the guy in the picture when an employee leaves your company. Instead, conduct exit interviews and surveys.
Leigh Branham explains in his book, The 7 Hidden Reasons Employees Leave, what the most favorable conditions are for conducting the interviews and surveys.
And, if you need convincing to read the book, take a look at these 11 best reasons for listening and gathering the data when an employee leaves:
- Bringing any "push-factor" root-cause reasons for leaving to the surface.
- Alerting the organization to specific issues to be addressed.
- Giving the employee a chance to vent and gain a sense of closure.
- Giving the employee the opportunity to provide information that may help colleagues left behind.
- Providing information about competitors and their practices.
- Comparing information given with the results of past surveys and employee data.
- Detecting patterns and changes by year or by quarter.
- Obtaining information to help improve recruiting.
- Possibly heading off a lawsuit.
- Planting the seed of possible rehiring.
- In some situations, offering a final opportunity to eliminate the "push factor" reason for leaving and convince the employee to stay.
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