Still Conducting Exit Interviews? Switch to Something Way More Useful.

​When employees leave a job, they're often asked to provide information at an exit interview.
 
𝙃𝙤𝙬𝙚𝙫𝙚𝙧, 𝙤𝙛 𝙛𝙖𝙧 𝙜𝙧𝙚𝙖𝙩𝙚𝙧 𝙫𝙖𝙡𝙪𝙚 𝙖𝙧𝙚 𝙨𝙩𝙖𝙮 𝙞𝙣𝙩𝙚𝙧𝙫𝙞𝙚𝙬𝙨 𝙬𝙞𝙩𝙝 𝙠𝙚𝙮 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚𝙨.
 
Because, for obvious reasons, it is better to collect information on what makes your great employees stay, and what might make them leave.
 
𝘽𝙚𝙛𝙤𝙧𝙚 𝙩𝙝𝙚𝙮 𝙚𝙫𝙚𝙣 𝙘𝙤𝙣𝙨𝙞𝙙𝙚𝙧 𝙢𝙤𝙫𝙞𝙣𝙜 𝙤𝙣, 𝙬𝙝𝙞𝙡𝙚 𝙩𝙝𝙚𝙧𝙚 𝙞𝙨 𝙨𝙩𝙞𝙡𝙡 𝙩𝙞𝙢𝙚 𝙩𝙤 𝙙𝙤 𝙨𝙤𝙢𝙚𝙩𝙝𝙞𝙣𝙜 𝙖𝙗𝙤𝙪𝙩 𝙞𝙩.
 
As opposed to gathering the data as someone is leaving.
 
Which may improve things for those who remain, but which has zero impact on the person who’s already out the door.
 
But a stay interview, done right, can stop someone from resigning to begin with:
 
💠 They have always been a good practice.
 
 💠 Given today’s job market, they are rightfully gaining in popularity.
 
The idea is that the employee meets 1:1 with their manager, either in person or remotely, for perhaps 20 minutes.
 
And the manager asks the following types of questions:
 
✅ What do you look forward to when you come to work every day?
✅ What do you like most and least about working here?
✅ What can I do to best support you?
✅ What might tempt you to leave?
 
Then, 𝙘𝙧𝙞𝙩𝙞𝙘𝙖𝙡𝙡𝙮, ensures that action is taken as a result of the feedback.
 
💠 These meetings not only give key people the chance to provide insights.
 
💠 They also promote trust and open communication between the manager and employee.
 
💠 And they allow the employee to be seen and heard, to feel supported, and to know that their manager cares.
 
All of which are critically important to having engaged employees.
 
Therefore, a 1:1 stay interview by itself, conducted well, will fulfill this desire.
 
Then, ensuring action is taken on the feedback received, will further drive engagement and retention.
 
𝘽𝙪𝙩, 𝙖𝙨 𝙖𝙡𝙬𝙖𝙮𝙨, 𝙡𝙚𝙖𝙙𝙚𝙧𝙨 𝙨𝙝𝙤𝙪𝙡𝙙 𝙣𝙤𝙩 𝙖𝙨𝙠, 𝙞𝙛 𝙩𝙝𝙚𝙮 𝙖𝙧𝙚 𝙣𝙤𝙩 𝙜𝙤𝙞𝙣𝙜 𝙩𝙤 𝙙𝙤 𝙨𝙤𝙢𝙚𝙩𝙝𝙞𝙣𝙜 𝙬𝙞𝙩𝙝 𝙩𝙝𝙚 𝙞𝙣𝙛𝙤𝙧𝙢𝙖𝙩𝙞𝙤𝙣.
 
Because a lack of follow-through will frustrate employees and may itself be the decider in causing them to look elsewhere.
 
Compensation is always important, to the extent that employees want to know they’re being fairly paid to market.
 
Beyond that, a great culture is absolutely the differentiator, especially in today’s market.
 
Particularly for smaller employers who may not be able to compete against larger companies on salary.
 
Bottom line: If employees are not engaged and do not feel like they are part of a great culture, they will leave.