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Hub You - Use Exit Interviews To Dramatically Reduce Staff Turnover
If you are reading this article, chances are you could use a little extra money. With the advent of the internet and the migration of advertising dollars from print to electronic (and this time, it’s the real thing, I swear! Not one of those 1999 tech busts!...Seriously!) If you own a small bus
5. If you were in my shoes, what 3 changes would you make here?
6. Who do they know that would be suited to this role? (you may not want to take someone they recommend, but who better to know the best person
Industrial paper shredders are used to shred large volumes of paper. These are perfect for use in large companies, outsourced shredding companies, large corporations, banks, businesses, and warehouses. Industrial paper shredders can manage all your paper shredding needs in a cost effective, sec
Well the simplest way to find out why they are leaving and stop the loss of business is to obviously ask them. To find out what made them leave you and what attracted them to another supplier.
In the same way, you should make ‘exit interviews’ with employees who leave your business a standard part of your procedures.
Usually conducted in their last few days, an exit interview is a conversation between you and the person who is leaving which allows you to obtain valuable information from them which will help you keep staff in the future.
Some of the questions you may consider asking are:
1. What are your reasons for leaving?
2. With hindsight, what could we have done differently to have retained you?
3. How long have you been thinking about leaving?
4. What was the catalyst that triggered you to leave?
5. If you were in my shoes, what 3 changes would you make here?
6. Who do they know that would be suited to this role? (you may not want to take someone they recommend, but who better to know the best person
I believe that most organizations are miserable places to work. They are Corporate Cubeworlds. And no one is to blame. Companies have inherited their corporate culture from the Industrial Age and it just don't work anymore. People are unhappy and Corporate Cubeworlds are much less profitable th
In the same way, you should make ‘exit interviews’ with employees who leave your business a standard part of your procedures.
Usually conducted in their last few days, an exit interview is a conversation between you and the person who is leaving which allows you to obtain valuable information from them which will help you keep staff in the future.
Some of the questions you may consider asking are:
1. What are your reasons for leaving?
2. With hindsight, what could we have done differently to have retained you?
3. How long have you been thinking about leaving?
4. What was the catalyst that triggered you to leave?
5. If you were in my shoes, what 3 changes would you make here?
6. Who do they know that would be suited to this role? (you may not want to take someone they recommend, but who better to know the best person
Recent recurring themes, like cutbacks and downsizing, are in the news every day when it comes to businesseses of all sizes. Due to those problems there are now less people in the companies left to complete essential company work and that’s typical for every company. Fortunately there are produ
Some of the questions you may consider asking are:
1. What are your reasons for leaving?
2. With hindsight, what could we have done differently to have retained you?
3. How long have you been thinking about leaving?
4. What was the catalyst that triggered you to leave?
5. If you were in my shoes, what 3 changes would you make here?
6. Who do they know that would be suited to this role? (you may not want to take someone they recommend, but who better to know the best person
With internet taking over the whole business transactions, the focus of advertising re-shifts to the power of words. Local classifieds used to have a stigma as being read by only people in the lower income strata. The runaway success of real estate classifieds in real estate magazines, auto cla
1. What are your reasons for leaving?
2. With hindsight, what could we have done differently to have retained you?
3. How long have you been thinking about leaving?
4. What was the catalyst that triggered you to leave?
5. If you were in my shoes, what 3 changes would you make here?
6. Who do they know that would be suited to this role? (you may not want to take someone they recommend, but who better to know the best person
Business branding for personal service type companies is not as simple as for other types of companies. If you look to slick and corporate you will actually lose customers and potential customer. Instead you must concentrate on the friendly atmosphere and you'll need to create a logo little, w
5. If you were in my shoes, what 3 changes would you make here?
6. Who do they know that would be suited to this role? (you may not want to take someone they recommend, but who better to know the best person for the job?)
Remember that they are actually helping you here by sharing what could be valuable information. So be positive, don’t take criticisms personally.
There may be things you do not agree with – but don’t be defensive. Be dignified and thank them for their feedback.
If you do this consistently with every person that leaves you’ll get a clearer picture of what motivates your staff and what you could do to improve employee satisfaction (and therefore retention).
Ensure that you conduct an exit interview consistently with every leaver regardless of whether they are going to a competitor, moving out of town, taking a career break or even retiring. They’ll all have something valuable to tell you.
This information is priceless. You may not be able to use it to keep the person who is leaving, but you can certainly use it to prevent others leaving and so save yourself a lot of tim
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