Dear Hate Saying Goodbye:
Putting your exit interviews online provides an easy way for employees to give you feedback. They probably are comfortable using a computer, so it offers them a private and uninhibited method of telling you the reasons they are leaving.
Online exit interviews tend to result in the most honest feedback—plus you get it directly from your employees. Without hearing it from the horse's mouth, it is impossible to pinpoint the irritants that prompt some of your brightest employees to walk out the door. Once you have the data that identify the issues, you can begin to hatch a plan to reduce your turnover.
Exit interviews may be a valuable resource for companies to identify training needs, find bright spots to replicate in other parts of the organization, provide early warning for potential litigation, measure the success of diversity efforts and discover opportunities to enhance productivity. However the value of exit interviews in uncovering this information depends on two key factors. First, the questions asked should be strategic and worded in a way sure to produce the information you require. Second, the data collected must be easy to aggregate, drill down and analyze. These tasks are far easier to accomplish with online exit interviews.
Another likely benefit is a huge leap in participation. This is at least partly an issue of immediacy. Paper-based exit interviews are commonly included with the termination packet. Your exiting employees may have good intentions of filling it out and returning it to you, but likely to get sidetracked reviewing all the other information and never get around to completing it.
Participation in online exit interviews is also higher than using third-party consultants who use telephone interviews. People just don't answer their phones anymore. They have caller ID, which allows them to screen their calls. Most employees would simply rather do it online.
SOURCE: Laura DiFlorio, Nobscot Corp., Honolulu
LEARN MORE: See The Best Conditions for Conducting Exit Interviews.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.ASK A QUESTION
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
If you have any questions or concerns about Workforce.com, please email email@example.com or call 312-676-9900.
The Workforce fax number is 312-676-9901.