If you already have an employee exit interview process in place, that’s great. If it includes an anonymous survey…even better.
Today we’re looking at a few best practices on how to use the data that comes out of those surveys and what they mean.
Automate
If the survey you’re using is a file that gets filled out and emailed–or is still on paper–then it’s not really anonymous. Someone in the organisation knows exactly who filled out the survey this month, and if it’s emailed they even have a record of the day and time it came in. That is not anonymity. Keeping things truly anonymous is one of the reasons why response rates shoot up by 40% when a third-party conducts the survey.
Truly anonymous employee exit interview data increases honesty and using a platform like Talivest’s Employee Engagement Software means you don’t have to compile the results yourself. It’s done for you.
Benchmarking
If you’ve been in an HR department for a while–maybe a few years–it can be hard to keep up with your competitors or the rest of the industry as a whole. That’s where benchmarking comes in. As you gather complete employee exit interview data you’ll be able to see how your surveys match up with industry averages, thereby giving you a measure of success or opportunities to improve. And that’s all without having to go to a conference, speak with experts or even leave your desk.
To learn more about employee exit interviews, download our full offboarding strategy infographic. If you’re ready to learn about how Talivest helps organisations succeed, get in touch, we’d be happy to schedule a demo and answer any questions you have.
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