Hopefully you’re using an anonymous exit survey when you’re offboarding employees from your organisation.
The exit survey allows you to gain valuable data about your opportunities to improve employee development. Over time you’ll start seeing patterns around employee pay, company culture or advancement opportunities.
Look for Patterns
The first step to utilising your new data is looking for patterns. You’ll want to keep an eye out for both aggregate and frequency patterns. What we mean by that is stats like: 55% of exiting employees say salary was a main factor for leaving–or–6 of the last 8 exiting employees say salary was a main factor for leaving. Make sure to focus on the lowest scoring themes or areas when looking at how you can make changes, rather than taking every individual question and trying to solve for it.
Spotting the patterns when offboarding employees isn’t enough. You’ll want to start a conversation with other stakeholders about how to implement changes for retention and possibly for hiring boomerang employees. For example, let’s say one of your teams is losing employees at a much higher rate than average. Meeting with team members and comparing their input to exit interview data can help you identify the problem and start working on a solution.
Communicate the results
It’s poor form to keep the exit survey results quiet. As part of your overall feedback culture, you need to build exit survey results in with employee engagement or Pulse survey scores. By letting people know you’re making changes based on ALL feedback coming into the organisation, you show you’re listening to everyone, whether they’ve just started or are moving onto a new opportunity.
To learn more about employee exit interviews, download our full offboarding strategy infographic. If you’re ready to learn about how Talivest helps organizations succeed, get in touch, we’d be happy to schedule a demo and answer any questions you have.