The Solution
Companies may lose sight of how the accumulation of extra hours each week impacts a person’s energy and commitment to an organization. ExitRight’s norms across all industries show supervision is the number one cause of turnover based upon 120,000 completed interviews. An unreasonable workload ranks 8th in ExitRight’s listing of 13 controllable turnover causes. The combination of supervision failing to notice or appreciate the overtime and the difficulties the overtime created for the individual with their work-life balance, caused the person to seek other employment.

Managers who read such turnover cause comments in the ExitRight findings are reminded of the importance of MBWA, “Management by Walking Around,” and the responsibilities management has to examine overtime practices and workload issues. Exit interviews with HSD’s ExitRight helps you understand the turnover causes so that day-to-day practices may be examined to increase retention, work efficiencies, and commitment of employees.

(Human Systems Development brings you Turnover Tuesday posts every Tuesday. We provide by comments we have received through exit interviews conducted in the workplace. All company names and interviewee names are kept confidential. By revisiting our weekly Turnover Tuesday posts, you can get a better idea of why people leave their company, helping you to reduce employee turnover within your organization.)

The Solution
HSD provides outsourced exit interviews to learn why people are leaving. The data gathered may be utilized not only to improve retention but to achieve greater understanding of strategies and policies within an organization. In this particular case, a specific individual left the company because they believed a new incentive system for physicians was causing unnecessary treatments. The comment resulted in further investigation, facts, data, and clarification, and communication of the intent of the policy. Exit interviews are a valuable means of getting to the root of such issues ultimately leading to increased employee retention. Contact us today for more information on employee surveys, exit interviews, automated reference checking and more.

(HSD’s Turnover Tuesday posts are provided by comments we have obtained through exit interviews conducted in the workplace. To protect our clients we have kept company names and interviewee names confidential. Reading our Turnover Tuesday posts can serve as a helpful tool in reducing employee turnover within your organization.)

HSD can be your company’s solution to reaching these goals with our successful human resource metric offerings and time honored tools, including employee satisfaction surveys and employee onboarding surveys. Since HSD provides our clients with surveys to improve their organizations, it only makes sense that we also use surveys to gauge how we are doing as an organization, from our clients’ point of view.

HSD Metrics scored 4.70 on our most recent survey of client satisfaction. This represents a slight increase from the 4.63 total satisfaction score (5.0 highest rating possible) gathered from clients in 2010. Clients are invited to participate in the survey every 12 to 18 months. HSD scores in the exceptional range when compared to other talent management vendors who have a total score of 3.65 based on data gathered from 1,146 companies by Bersin & Associates Research. These findings can be found in the The Customer Experience: Talent Management Technologies for 2012.

Examples of client comments gathered from survey feedback include:

“I deal with many contacts at HSD and usually my preference is to deal with one person regardless of my question. Everyone that I have interacted with has been extremely helpful and always goes above and beyond to make sure I get the answer I’m looking for.”

“Great source of information for use in working with our management team to address issues and improve staff engagement and retention.”

“This is an easy arrangement for our company. People leave and we get information about it without a lot of effort on our part.”

It is our goal to help your company properly measure employee engagement and reduce retention, as well as create a satisfactory client relationship with your organization to seamlessly help you reach these objectives.

The Solution
ExitRight^® provides instant notification to the primary client when a comment surfaces in response to an unethical, illegal, or unsafe turnover cause so that the matter may be promptly investigated. While employee engagement surveys and anonymous tip lines have the ability to surface similar concerns, current employees generally have greater concerns about anonymity than those who are no longer working for the company. With instant access to completed interviews, you are provided with a steady stream of commentary that allows you to maintain an on-going pulsing of the work climate from voluntary terminations and retirees. In addition, to learning turnover causes, you acquire knowledge that may be shared with executives and top management to improve the organization’s operating effectiveness. Turnover causes are one benefit of exit interviews but improving the health of the organization is another important advantage.

(Turnover Tuesday is provided by comments we have received through exit interviews conducted in the workplace. Although client company names and interviewee names are kept confidential, we hope you find our Turnover Tuesday tidbits helpful in reducing employee turnover within your organization.)

Solving the Problem
ExitRight^® provides continuous feedback and the “pulsing” of exiting employees with the resulting data instantly captured and reported upon. The above comment shows that the cost of bullying extends far beyond turnover. Such specific data, gathered from a well-designed confidential exit process, allows other workforce issues to surface in a manner that may be pro-actively addressed.

(Turnover Tuesday was created to present our readers with real life comments, made by actual employees, with explanations of why they left the organization. This information was gathered from the Human System Development ExitRight^® program; therefore the company and employee this Turnover Tuesday Comment is collected from shall remain anonymous. By utilizing an exit interview company, you can evaluate the reasons people are leaving your organization in order to improve employee retention.

As HSD^®’s Client Services Director, Edge will provide leadership in all aspects of exit interview services from preliminary sales activities through interpretation and delivery of ExitRight turnover data. Additionally she will provide analysis and client support with other HSD metric offerings including engagement surveys and the planned launch of ReferenceRight during 2011.

“HSD is fortunate to acquire an individual of Mary’s expertise and professional background to complement our staff,” said Deb Dwyer, founder and president of Human Systems Development. “We have continued to experience rapid growth in the arena of retention solutions as top-tier organizations recognize the expense required to hire and train new staff. The depth of Mary’s experiences makes her the ideal individual to lead ExitRight in the future.”

Mary Edge brings more than two decades of human resources experience in a variety of positions of increasing responsibility within HR, including operations management, process improvement and vendor relations. Her expertise leading compensation and benefits functions in U. S. Corporations combined with her talents to interpret and manage data, make her an ideal fit for the analytics and metrics work performed at HSD^®.

Mary earned her Bachelor of Science in Business from the College of Mount St. Joseph in Cincinnati. In addition, she earned the Certified Compensation Professional (CCP) designation from WorldatWork and Professional in Human Resources (PHR) designation from the Society for Human Resources Management. Mary’s knowledge will enable HSD^® to expand its retention management consulting to clients that desire such support.

Human Systems Development^® is a third party supplier for organizational surveys measuring employee perceptions for a variety of purposes. HSD metric tools are designed with the goal of increasing retention, engagement, and organizational effectiveness. HSD’s clients rely on our continuous reporting of turnover findings and survey data with extensive benchmarks gathered from thousands of survey respondents and exit interviews.