The process of recruiting, hiring and training employees is a big part of most companies’ personnel expense budget. When you find good workers, it can really be a letdown to see them resign. Not only does it drain resources, but it can be bad for morale, too.
Every manager wants a strong team of dedicated workers, who know their jobs and do them well. They want to see their teams move forward, grow into positions of greater responsibility and thrive with the company.
But employees do leave, and we don’t always know why—so we can’t always prevent it from happening again. An exit interview can provide clues as to why an employee decided to take a new position. Perhaps he found better pay. Maybe she’s after better perks or an environment she believes will serve her needs better.
Some employers want to know more than why an employee is leaving. They want to know what made him or her start looking for a new job in the first place. Was it the working hours? Lack of home/work balance? Did he hate his boss? Were her contributions overlooked?
Finding the turning point between employee satisfaction and dissatisfaction can be key to retention. Before you need to do exit interviews, why not survey your employees before they head out the door?
5 Best Employee Survey Questions
- Do you have the tools you need to succeed?
- Do you feel you work in an open, trusting environment?
- Do you feel your contributions are valued?
- Do you feel your voice is heard?
- Do you receive feedback from your supervisor?
Even in the best companies, employees will leave if there are issues with their direct supervisor. Find out ahead of time if that’s happening in your company, and you may not need to do those exit interviews after all.