How to Improve Retention, HR Tips
It’s hard to see good talent leave, but exiting employees can provide a ton of insight on improving your retention plan. While it’s still valuable to conduct stay interviews, some employees’ responses might be jaded by the idea they need to keep on the company’s good side. Departing employees, on the other hand, can offer insightful, honest feedback. During your next exit interview, consider asking these seven questions.
Top 7 Exit Interview Questions
- What made you look for a new job?
- Do you think your job description has changed during your time here? If so, explain.
- Do you think your achievements were recognized adequately by management?
- Do you feel you were given the proper tools and resources to succeed in the onboarding phase and throughout your time with us?
- How would you describe the company culture?
- What aspects of your new job are you most excited about?
- Did you share your concerns with anyone before deciding to leave?
- What made you look for a new job?
This question could prompt a variety of responses. You’ll notice some are due to reasons you can’t address, such as an employee looking for work closer to home or switching careers. On the flip side, it could indicate issues that can be fixed with the company or just simply new perks that could be added.
- Do you think your job description has changed during your time here? If so, explain.
Over time job positions can change and take on new responsibilities in response to company demands. Getting the exiting employees’ perspective will help you revise the job description to target candidates with the needed skill set. If the job has changed so drastically, asking this question can unveil the need to create a new position.
- Do you think your achievements were recognized adequately by management?
Employees must see their hard work is being recognized. When employees know their managers and company value and appreciate their efforts, it creates drive and motivation. If you’re noticing high turnover, it might be due to a need for more recognition. Having a good reward and recognition program will boost employee happiness and retention.
- Do you feel you were given the proper tools and resources to succeed in the onboarding phase and throughout your time with us?
Onboarding is very critical to your employee (4)retention strategy. How you train and bring on a new recruit will set the tone for the rest of their employment. Managers and senior staff are responsible for ensuring their employees are well equipped with all the tools and knowledge needed to excel. If employees feel abandoned or overwhelmed, management should review onboarding procedures and how they can be improved. For example, if the exiting employee touches on needing a more hands-on experience, consider adding on-the-job training.
- How would you describe the company culture?
While you would probably love to hear things like “inclusive,” “motivating,” and “transparent,” the response might be negative. As you conduct exit interviews, assess for trends in answers to this question. When establishing company culture, it always starts from the top. When your company culture needs a 180°, managers should self-reflect on how they might contribute to a hostile work environment.
- What aspects of your new job are you most excited about?
If the employee is leaving for a new opportunity, you don’t want to miss out on asking this question. What this new job offers is most likely something you need to improve. It might be a higher salary, flexible hours, remote work options, opportunities for advancement and much more.
- Did you share your concerns with anyone before deciding to leave?
This is another question that can determine the current culture. If the employee says no, it can speak to how comfortable employees are approaching management or other colleagues. It’s crucial that you’re aware and understands how you may or may not be fostering an environment where employees feel safe to share opinions and concerns.
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