Determining why employees leave is one key to taming turnover.
Employers often use exit interviews to identify the answer. But departing employees are often uncomfortable opening up to. As a result, information may be inaccurate.
Here’s an alternative: Conduct exit interviews using online surveys. Consider the following factors:
Anonymity and confidentiality. It’s easier for some to believe privacy promises if they aren’t answering live questions or filling out a survey at work.
Increased participation rates. Online services claim their participation rates are higher than the average 30% to 35% for traditional exit interviews.
Consistency. Many employers frequently change their questions and don’t analyze the results objectively. Online surveys allow you to standardize and analyze the same questions to all ex-staff.
Time savings. Managers and HR no longer have to schedule, conduct and collate the results of exit interviews.
Scheduling. It can be more difficult to contact employees and obtain an online exit interview after they leave the company.
Confidentiality. Some departing employees may not trust the privacy of online information and decline to participate or give less-than-honest answers.
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