Is Offboarding Part of Your Employee Retention Program?
If you’re using an external vendor for your employee exit interviews you should be gathering honest, meaningful feedback on why employees choose to leave. Some may leave because they are moving or to take a career break, but for many leavers, they’re moving for higher pay, better benefits or more growth opportunities. Even though they may be leaving, don’t ignore this valuable feedback as you can use it to make changes in your company.
Once you’ve spotted a trend as to why people are leaving, it can take some creative thinking to design your solutions, and in most organizations it will take a group effort. Having data on your side is more powerful than coming to your planning meeting with a hunch, a theory or even just hearsay.
Having data at your fingertips can also help you prioritize. If higher pay isn’t the leading cause for employees leaving, it stands to reason that higher pay shouldn’t be the first proposed change on your agenda.
Having a clear testing plan for your employee retention program will help your team and those outside HR understand the solution you’re testing, how long it should take and how to evaluate progress. If you’re not fully informed on offboarding best practices or you’d like to learn more about employee retention programs, join our Offboarding Bootcamp in September.