Best Reasons For Doing Employee Exit Interviews

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:
  1. Bringing any "push-factor" root-cause reasons for leaving to the surface.
  2. Alerting the organization to specific issues to be addressed.
  3. Giving the employee a chance to vent and gain a sense of closure.
  4. Giving the employee the opportunity to provide information that may help colleagues left behind.
  5. Providing information about competitors and their practices.
  6. Comparing information given with the results of past surveys and employee data.
  7. Detecting patterns and changes by year or by quarter.
  8. Obtaining information to help improve recruiting.
  9. Possibly heading off a lawsuit.
  10. Planting the seed of possible rehiring.
  11. In some situations, offering a final opportunity to eliminate the "push factor" reason for leaving and convince the employee to stay.

Comments

Popular posts from this blog

Sample Of Solid Business Guiding Principles

REI Sets The Example For Creating And Living Core Values

6 Ways To Seek Feedback To Improve Your Performance In The Workplace

Effective Listening: Do's And Dont's

What Motivated People Do To Stay Motivated

Good Sample Business Principles

Why Your Customer Cares About Your Credibility

Three Ways To Be A Level 5 Leader

How To Recruit Rockstars