No employer wants to lose his valuable employees after making them an expert through extensive training. One trained-employee-exit means you will have to select another candidate and invest time to train him/her. To get the maximum output from a new employee, you will have to wait until you provide sufficient training to him/her. It is needless to say that this may affect the natural progress of your company.
Employee exit surveys can help you a great deal in this matter. Through this survey process, you will be able to know whether there is any loophole in the company strategies or not. If you can find any problematic area, you will be able to take the quick action to resolve the matter.
Exit surveys are one of the many assessment solutions that are offered through Testofy.com. Now, let us discuss the strategies that can help you conduct the employee exit surveys effectively:
Conduct the Survey before the Final Payment:
Whenever you see that an employee has submitted their resignation, arrange the survey before he/she leaves the company. Encourage a resigning employee to take the survey before final payment has been issued. This will increase the likelihood they will assist you in your survey.
Make Your Purpose Clear:
State clearly the purpose of conducting the employee exit survey and what you want from the resigning employee. Make them aware that if they are leaving the company for any kind of problem or dissatisfaction, the company may take a retention policy.
Conduct the Survey One-on-One:
Conduct the survey in a one-on-one process. If you put the employee in a situation where they are the focus of attention in a large group of individuals, the employee can feel embarrassed and intimidated and you may not get the actual reason for his/her leaving the company.
Let a Senior Manager Conduct the survey:
To conduct an employee exit survey, you are advised to appoint a senior manager to whom the employee can complain about anything, if there is any. If the employee can see a senior manager in front of him, he/she can complain wholeheartedly about his/her direct leaders. It is because he/she knows that the action will be promptly taken based on his/her statement.
Ask Questions to Get the Actual Reason:
Plan your questions systematically to delve deep into the mind of a resigning employee.
Asking the following questions is ideal for maximum results:
- His experience in working with you.
- His co-workers’ behavior toward him.
- His leader’s assistance to him.
- Why he wants to leave the company.
- If there is any special reason for leaving the company.
- What suggestion he wants to give to the management.
- The extra facility is promised by his new employer.
- Whether he will continue with you if you can provide the same facilities promised by his new employer.
After providing the last option, if the employee still wants to leave, you must understand that you haven’t asked for the right information.
Assure the Final Payment:
Resigning employees don’t want to show their grudge about the company. In this case, they try to give diplomatic answers to show that your company is very good. They show that they are leaving the company for a personal reason. It is because they fear that if they reveal the truth, this may aggravate you and you can withhold the due amount.
You need to assure them that they don’t need to fear about losing the dues and they can complain about anybody including you.
Validate the Given Information:
You can validate the given information from a resigned employee’s co-workers. In most of the cases, employees share their dissatisfaction about the company with their co-workers. Collect information from your existing employees about the reason behind an employee leaving the company. Match the information and you will understand the whole thing.
Conduct Online Survey for Abrupt Exits:
Sometimes, an employee can leave your company abruptly without any prior information. Then send the employee exit survey link through email. If you mail them the survey, they will get an opportunity to show their anger on you. You will be able to know the reason of the anger and get the scope to mend the loopholes.
Gift Them for the Participation:
Some employees know it very well that this survey will ultimately benefit you. Therefore, they can be reluctant to participate in the survey. However, if you generate recharge coupons or something like that after the submission of the survey, then they will surely participate and your purpose will be solved.
Analyze the Survey Result Deeply:
When you get the exit-survey result, it is very much important to analyze it deeply. The analysis will help you point out the exact problematic area(s) if there is any. This will also give you a proper insight of your organization’s actual working environment.
So, practice these strategies to make an effective employee survey so that you can take the necessary measures to make your valuable employees stick to your organization.