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The exit interview is one of the most important tools a company can use to increase the employee retention rate.
The high turnover, one of the companies’ biggest problems, may be reduced by applying an exit interview tool used by employers to understand the real reasons that determin employees to quit their jobs.
“A very structured exit interview covers all matters in targeting employees who are on the go: the relationship with the direct superior, the relationship with the employer, the tasks they had to accomplish during the contract – if they were too few, if there were too many, issues related to training programs – whether they were profitable for their career, the work environment and the organizational culture“, said Raluca Penes, HR Coordinator at Smartree, payroll and personnel administration outsourcing company.
The exit interview is applied as a questionnaire containing several questions. The employee who intends to leave the company can choose to answer all or just few questions. “Usually, 70% of employees who completed an exit form are sincere and 30% aren’t, in the sense that they don’t want to burn the bridges. They do not want to write, for example, that they have not communicated well with the boss or have not received the needed support“, says Penes.
The filling of the exit interview should be followed, in the ideal solution, by a discussion in three – employee, direct manager and a professional from the human resources department. Thus, the company can understand the exact reasons which led the employee to want to leave.
“Compared to when the company finds out about the intention of an employee to leave, the exit interview should take place in the first week of notice. There are perhaps employees who do not want to write anything in that exit form until the last day of notice“, says Penes. The Smartree manager estimated that only 2-3% of the employees who are on notice, who sustain an exit interview, change their minds and decide to remain in the company.
The ideal solution for employers will be not to get in a position to apply for exit interviews. “A questionnaire of satisfaction in the workplace, regularly applied, could theoretically help a company to not be forced to have exit interviews. But applying such a satisfaction questionnaire must be thought very carefully because it is a risky process that can generate frustrations. Also, the employees tend not to be very honest when answering a questionnaire on job satisfaction, as still working for the company which applied to that questionnaire“, says Penes.
The sectors of the economy with the greatest turnover are retail, finance and insurance, logistics, transport, services, pharma, manufacturing, telecommunication, FMCG, agro-energy, shows statistics from Smartree Romania, in July-September 2015, applied on 150 multinationals present on the local market.
The salary is in first place in one of the top reasons why employees choose to leave a company. The second place on the list of reasons why employees quit their jobs is occupied by the supervisor. Basically, the relationship with supervisor often reach a level of dissatisfaction that prevents many employees to continue working in that company.
The top reasons for leaving the companies operating in Romania is complemented by the organizational and political environment (lack of procedures or rather, too many procedures that delay the completion of projects) and lack of development perspectives. So those who want to do performance often feel constrained by organizational policies and by a company limited horizons of development.
Read the original article on eJobs.ro
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