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What Could We Do To Keep You?
Posted by Insightlink on 06/24/15
Staff Resignations Hurt
Retention is a critical issue and a top priority for HR and their organizations because losing good talent hurts in so many ways. But how do you know what you are doing wrong or why they left, unless you ask? That is the sole purpose of an Exit Interview; to give you the insight you need to prevent good employees from leaving.
The cost of loss is enormous. It has been well documented that it costs 70 to 400% of an employee’s annual salary to replace them. Those hard costs include the cost to recruit a replacement, referral fees, candidate’s interview expenses, such as airlines, hotels, meals or cabs. Perhaps there will be a larger salary to pay, a sign-on bonus or a moving allowance. Then there are the soft costs, which reflect what it really cost you to lose that employee. (Here's a Quora discussion on the topic with a few useful links.)
Think about these 7 soft costs and how they affect your organization:
A simple and effective tool to help you keep your existing employees is an Exit Interview. Not all employers take advantage of exit interviews, which is a missed opportunity because this could be your best opportunity to receive a raw, honest response from employees before their departure.
Use this opportunity to ask why they are leaving. In some cases there is nothing you could have done to prevent them from going (spouse was transferred, staying home to care for sick parent etc.) Often people leave for preventable reasons and this is what you really want to know. If your exiting employees could tell you why they found your competition more appealing or why they disliked working for you, then you could prevent the departure of further employees.
Make it clear that you’re there to listen to their experiences, feelings and judgments. Reassure employees that their feedback will not result in any negative consequences. Remember that they’re doing you a favor by giving you advice.
We encourage you to find out why they are leaving. Your return on investment will be an increased understanding of those on your team. And what might that lead to? Increased commitment, productivity, innovation, and success for you, your team and your organization.
For more information about Exit interviews and to learn about our easy-to-use Exit system, contact us at email@example.com or go to our website at http://www.insightexit.com/.
Where does your company stand on each of the critical "4Cs" of employee engagement and satisfaction?
How many of each do you have?
AboutInsightlink Communications are experts in employee survey design, data collection and analysis. Since 2001 we've helped companies of all sizes measure and improve their employee satisfaction and engagement.
4Cs Blog Home
The 5 Questions You Need To Ask In Your Employee Survey
People Management: Decoding the Industry Jargon
Improving the Employee Experience: 3 Ways to Optimize Your Office
What is the ROI from employee engagement?
3 Tips to Prime Your Home Office for Creativity and Productivity
Insightlink's Acclaimed $Cs Employee Survey
Advanced Online Survey Platform for Pros
Quick & Easy Online Surveys
Home of the Gallup Q12
World at Work
Engaged Employees Blog
HR ToolKit Guide to Employee Surveys
Good info on how to write surveys.
Makes 360 assessment surveys easy.
Online Employee Exit surveys.
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