When clients confess that they are experiencing a turnover problem, one of the first questions I ask is whether they have an exit interview or survey in place. Nine out of ten times, the answer is “No”, or “Not officially”. Given that turnover is so costly, it’s surprising to me that more organizations do not take the opportunity to learn directly from their ex-employees or soon-to-be ex-employees why they are leaving/have left. A brief sit-down or a request to take a 20-minute survey could give your organization the insight you’ve needed all along.
Exit Interviews/surveys can provide your company with the input and hard data you need to make decisions and needed changes. Exit data can provide a powerful edge when suggesting change needs to occur, especially with leadership teams and decision makers. For example, if exit data supports the idea that manufacturing employees do not feel safe on the production line, and thus, are leaving the organization, leadership and decision makers may be more willing to investigate the issue further and make needed changes.