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Employee retention is critical to maintaining an effective workforce. Employee turnover costs companies thousands of dollars in lost productivity, along with direct hiring and retraining costs. Organizations experience a substantial loss when talented employees leave, often taking with them years of accumulated experience and information. Understanding why employees exit allows organizations to make improvements and address issues most frequently impacting retention.
The primary goal in conducting exit interviews is to understand the key drivers of turnover and to help organizations apply this information to the attraction and retention of talented employees. Our exit interviews generally contain three primary types of questions:
- Structured interview questions that allow for ratings on a standard rating scale
- Open–ended questions for probing responses and soliciting more detailed information
- Demographic questions to allow the responses to be grouped for in-depth analysis
Responses to these questions allow for qualitative analysis, quantitative analysis and trending, and provide a means for understanding and evaluating responses across demographic groups such as gender, tenure, etc. Sample exit interview topics may include: reasons for leaving, determining factors (catalyst event, underlying conditions) in decision to leave, employee “fit” with job and company, benefits of the new job, and general ratings for broad organizational systems/practices such as compensation, work/life balance opportunities, supervision, customer service orientation, quality, communications, etc.
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