Employee Exit Interviews For Employee Retention


Employee exit interviews are critical for retaining and stabilizing your workforce.

"Putting the right person in the right position is perhaps
the toughest challenge for leaders.”

Taking steps to learn what is important to your employees is a key activity for any organization that is committed to maintaining a stable and effective workforce.

"People don't quit companies, they quit supervisors. So you must understand the motivation behind an employee departure."

Every business owner must ensure that the most highly qualified people in the organization feel appreciated and have a quality work experience on a daily basis. Otherwise, the risk of losing a valued employee increases dramatically.

Ask any astute business person what the most costly expense is and they will undoubtedly respond that their salary expense, coupled with the cost of training and educated their workforce ranks as the primary business expense.

How Does Employee Exit Interviews Help?

A workplace evaluation is a process that is proven to be effective for identifying issues that cause employees to look elsewhere for employment.

Employee Exit Interviews

An exit survey is a terrific way to learn firsthand from those who have chosen to work elsewhere just exactly what the organization could have done better that may have increased the chances of retaining the employee.

Although identifying an issue after the fact won’t prevent the loss of the person being interviewed, the process should provide critical information that will enable the employer to take steps necessary to minimize future loss of key employees. Employee feedback is critical to improve employee retention ratios.

Bottom line, if the issues continue to go unchecked the result will no doubt be the continuing loss of valuable human capital. Employee exit interviews is the tool that can stop this from happening.

Top Five Benefits to Employee Exit Interviews:

  1. Identify what employees value most in the workplace by using an employee survey.
  2. Identify what the organization is doing well, and not so well.
  3. Identify specific management issues that may not be revealed during a person’s time of employment.
  4. Identify training resources and professional development needs of your employees.
  5. Identify competitive advantages and disadvantages within your market.

Historically, employee exit interviews are not conducted on a consistent basis because employers make the common mistake of believing departing employees won’t provide valuable information.

"The high prize of life, the crowning fortune of a man, is to be born with a bias to some pursuit, which finds him in employment and happiness.
- Emerson"

Employers tend to focus squarely on getting the position filled as soon as possible versus taking the time to determine how the vacancy could have been avoided.

As a result, they spend more time and money making all of the same mistakes over and over again, and experience the same high turnover rates – assuming the market is full of unethical, undisciplined and unappreciative workers.

Nothing could be further from the truth. Most people want to do a good job for their boss and the organization. But in order to become fully engaged, an employee expects to be rewarded and recognized in proportion to his or her individual efforts.

Employee exit interviews are a highly effective way for business owners and managers to attract and retain the best of the best.

Let’s Get Started Today! We highly recommend the use of employee exit interviews. You'll be amazed at what you learn about yourself and your company.

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"What we can or cannot do, what we consider possible or impossible, is rarely a function of our true capability. It is more likely a function of our beliefs about who we are."

- Anthony Robbins

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