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"No matter how well a company representative may have been trained [in conducting exit interviews], there will always be those departing employees who do not feel comfortable opening up with any [internal] representative of the organization." -- Workforce Management Online
Telephone-based secure exit interview service that assists employers:
- Obtain "the real reasons" the former employee has left the organization.
- Identify trends that can be useful for managers to know how to promote greater retention of existing employees.
- Capture valuable feedback including what the employee enjoyed and gained from their experience at the former organization.
- Benefit from greater response rate due to assured confidentiality and anonymity by using skilled independent third party consultant.
- Communicate the message that the former employee's feedback participation is valued.
How this is accomplished:
- Meet with client organization and/or human resources executive to define the purpose, scope, and receive the former employee contact information necessary to launch the exit interview project.
- Develop customized exit interview questions and an introductory message that states purpose for contact. This becomes the consistent format used by the skilled third party consultant via telephone; consistency of method is intended to increase the reliability of the data collected and allows for more relevant identification of trends.
- Initiate contact with former employee via telephone preferably from three weeks to three months following the employee termination date to yield the highest percentage of participation.
- The third party consultant will make several attempts via telephone to reach the former employee.
- Collected data is analyzed and developed into a comprehensive report without identification of the specific source (unless the former employee has asked to be identified) to the organization. The report will be delivered and reviewed with the client organization.
"Judy has done a great job for us conducting out-sourced employee exit surveys which have helped us focus on retention as part of our overall talent management initiative. She has proven to be particularly adept at eliciting information from former employees who were not forthcoming as they left the organization but, after the passage of time, found they had important feedback to share. Judy's perspective as an HR practitioner and ability to synthesize disparate remarks from several sources into trends we can address have been a big help. Recommend her highly!"
— RY, Senior Vice President, Human Resources
[ read more testimonials]
Deliverables:
- Data collected and analyzed by an experienced objective third party who professionally represents client organization.
- Comprehensive report that details valuable trend insights such as primary and secondary turnover reasons, issues impacting specific roles and departments/locations, and noteworthy strong and weak managers. Former employee quotes are collected (without identification unless otherwise directed by the former employee) and shared.
- The report identifies potential high risk situations allowing the client organization to take preemptive action to avoid major predicaments, i.e. unreported sexual harassment, discrimination, safety threats, etc.
- Provides quarter over quarter statistics for client organization to measure progress on their retention initiatives.
Client Rewards:
- The use of a third party consultant encourages more candid feedback from former employee through the assurance of confidentiality and anonymity.
- The independent consultant achieves a greater response rate by having the flexibility to place calls in the evenings and weekends to former employees. The consultant is also more accessible to receive call backs.
- Increased retention of existing employees; data in the comprehensive report offers opportunities for the client company to address negative trends and to enhance and replicate positive trends throughout the organization to reduce turnover.
- The data in the comprehensive report has more integrity due to a higher rate of response and the receipt of more honest feedback.
- The data collected is richer as it is captured by a skilled independent consultant experienced in gathering information through probing questions and active listening skills.
- Identification of potential rehires who stated a strong interest in returning to their former organization and have agreed for their interest to be made known to client organization.
- Serves as a highly cost effective resource to identify and address significant issues with the client's most important asset … its employees.
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