Turning Exit Interviews Into Action

Despite voluntary turnover being a normal part of any workplace, it can still come as a surprise when employees turn in their resignation letter. Most companies seek to learn from these instances with an exit interview, but are the takeaways being acted on in a way that can actually reduce future turnover? The information that companies gain from exit interviews is vital and can offer a look into internal operations to see what is working and what is not. Common questions asked in an exit interview can look like the following:

  • What prompted you to look for a new job?
  • What offering led you to accept the new position?
  • Did you have all the tools needed to be successful at your job here?
  • Were you given clear goals and objectives?
  • What could we be doing better?

Questions like these give valuable insight into your company’s unique internal processes and can show gaps in communication, goals, and employee engagement. Both exit interview data and research show that the top two reasons that employees give for leaving their jobs are inability to reach compensation goals and lack of opportunity for advancement. Additionally, 74% of talent rate a lack of career progression as the top reason why they would consider quitting their job.

You are not alone if your company has received feedback that was in line with these stats, but the good news is there are processes you can begin utilizing today to reduce this type of feedback in the future.

Read more on how you can put exit interviews into action from the experts at TalentGuard.