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If you could take one easy step to improve your business and your budget, wouldn’t you do it? One of the best ways to hold onto your employees—and prevent the costs associated with replacing them—is to figure out why they’re leaving. And you can do this by conducting exit interviews.

The exit interview can be a quick, simple part of your termination procedure, once an employee has submitted his or her notice. Then, you can take the information you learn and use it to improve your workplace—and prevent more employees from leaving.

So, if you don’t have an exit interview policy in place, how can you get started?

Build your exit interview strategy

Now is the time to get your plan in place; not once an employee leaves. This way, you’ll be ready to roll when the time comes. Here’s what you can do.

 

  • Plan when to conduct exit interviews. It may be easiest to conduct the interview on an employee’s last day, or during his or her last week. That way, you’ll have more of a chance of connecting with the person face to face. However, you may wish to conduct the interview after the employee has left—perhaps even six months to a year after the fact. Though this may decrease the chance that the former employee will respond to your request, you may get much more constructive feedback after the dust has had time to settle.  
  • Appoint a third party to administer. You’ll want to make a departing employee as comfortable as possible in order to provide the most honest feedback. For this reason, you should choose an impartial, unbiased third party to conduct your exit interviews. Most likely, this will be someone from your human resources department.
  • Use standard questions. Since you’re comparing “apples to apples,” you’ll want to ask everyone the same interview questions. These could include:

 

    • What did you like about working here?
    • What would you change if you could?
    • What is your main reason for leaving?
    • Do you feel you received enough training to perform your job to the best of your abilities?
    • Do you feel you received adequate feedback to learn and grow in your position?
    • What does your new job offer that this one did not?

Put your plan to use

Once you have your exit interview strategy in place, use it every time an employee leaves, if possible. Then, you can compare answers and look for a common theme, giving you insight into what you can do to make your company an even better place to work.

Avoid employee turnover by working with a recruiter

When you bring the right workers on board, you can decrease your rate of employee turnover. And there’s no better way to find highly qualified candidates than giving McGrath Systems a call. The experienced recruiters at McGrath Systems will place you with best-matched workers in administration, human resources, light industrial, engineering and IT, with a special focus on licensed insurance agents. To learn more, contact McGrath Systems today!

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