What truly sets HSD apart from other exit interview suppliers is our extensive reporting system. After we have collected data from exiting employees, ExitRight® organizes that data so that you can see the specific issues underlying turnover within your organization. The details are interesting, but ultimately the trends are the most important feature. A quick look at exit interview patterns and you will see what the major causes of employee turnover are.
For example, you will have access to graphs, which chart the percentage of staff that left for controllable or uncontrollable turnover causes. You will be able to view the most to least important causes, visually graphed showing comparisons to prior years and ExitRight benchmarks. Such data provides a clear and concise view of the predominant causes for turnover. Not only will you see the majority of reasons for turnover, you will get in-depth views of where employees went after exiting your organization. Did they move into a similar organization with higher pay, better benefits or a more relaxed schedule? Did they quit despite not having a job lined up? This data is vital to the health of your company, especially when you consider the high costs of employee turnover.
Finally, with our open-ended comment section, you will be able to view very specific commentary left by departing employees during their exit interview. These candid remarks are especially useful in developing retention solutions, since they will give you a more individual and explicit view of why staff are leaving.
See how HSD can help your employee retention with ExitRight® interviews.
Sample Exit Interview Employee Responses
Below is a sampling of candid remarks made on ExitRight® interviews by prior employees of numerous companies. Please note: These are real comments; however, the organization’s names have been removed for privacy.
- “The people I worked with on a day to day basis were not happy with their job which is not a great place to put an intern interested in working for the company. They constantly complained about how they didn’t like their schedule, or their boss, or how the company was run.”
- “No longer care about customer satisfaction…only the numbers! The company approach changed the end of last year. They would write people up for things not in our control. You were expected to hit the numbers regardless of demographics.”
- “I felt my direct supervisors were not advocates for me or my co-workers. It was disappointing to say the least and I felt that disorganization and lack of caring and compassion about the program is what truly pushed me away.”
In addition to providing your organization with these candid reflections on exiting employees’ experiences and grievances, we assist you with action plans to make immediate and lasting changes to reduce turnover.
