By getting feedback from employees after they have decided to leave an organisation, human resources and business leaders can gain insights to help retain talent, prevent bad hires, improve management practices and ultimately drive organisational performance.
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Results in minutes not months When administering exit interviews, organizations should consider the following: ONLINE SURVEYS Administering employee exit interviews through a standard survey or online questionnaire can result in more candid feedback and more useful data. DATA CORRELATION Tying turnover data to employee engagement or performance data can help organizations easily identify unwanted and wanted attrition. LONGITUDINAL TRACKING Tracking trends in employee exit interview responses over time allows you to measure improvements made and identify further preventative action. Why run an exit survey? While running an exit survey is a good way to get honest feedback from employees about their role, the real benefit and ROI of running an exit survey is ultimately to reduce unwanted employee attrition. A well-designed exit survey will allow you to understand the reasons people leave and allow you to identify changes that can be made to stop great employees from leaving. If you are able to tie your exit survey data to other points in the lifecycle or engagement survey data, it will allow you to identify where you can make the most impactful changes in the employee lifecycle to reduce potential turnover.
When administering exit interviews, organizations should consider the following:
Administering employee exit interviews through a standard survey or online questionnaire can result in more candid feedback and more useful data.
Tying turnover data to employee engagement or performance data can help organizations easily identify unwanted and wanted attrition.
Tracking trends in employee exit interview responses over time allows you to measure improvements made and identify further preventative action.
While running an exit survey is a good way to get honest feedback from employees about their role, the real benefit and ROI of running an exit survey is ultimately to reduce unwanted employee attrition. A well-designed exit survey will allow you to understand the reasons people leave and allow you to identify changes that can be made to stop great employees from leaving. If you are able to tie your exit survey data to other points in the lifecycle or engagement survey data, it will allow you to identify where you can make the most impactful changes in the employee lifecycle to reduce potential turnover.