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90% of exit interviews are deceptive - 5 strategies to learn the truth

Tue, 11/03/2015 - 10:22
90% of exit interviews are deceptive - 5 strategies to learn the truth

“There was no relationship between the reasons given for leaving
the organization on the exit interview and in the survey."

 

Validity of exit interviews
Richard A. Feinberg, Nina Jeppeson
Purdue University
Click to read the full paper
 



Click above to see the famous Jennifer Lawrence "Yeah OK Whatever" gif  

People Profits Principle #87

Exit interviews do not get to the truth 90% of the time


Why would an employee who is leaving not tell us the real reason?

  1. Nothing IN IT FOR THEM - why make it harder on myself?
  2. Managers might RETALIATE
  3. It might MAKE LIFE DIFFICULT for the ones not leaving
  4. NO confidentiality or security
  5. Impression management by HR to "STEER" the answers
     

Your exit interviews maybe sending you in the wrong direction.
Click the pic for a classic clip from "Planes, Trains and Automobiles"


 

Retention + Engagement strategies can spend
a ton of money "fixing" the wrong problems.
 


The results can be very costly: 

  1. The turnover CONTINUES
  2. Time and costs of the WRONG RETENTION POLICY are wasted
  3. Your REPUTATION for high turnover will continue
  4. You will gain a reputation of NOT KNOWING what is REALLY GOING ON

What can you do? Here are five strategies to learn the truth:

  1. Confirm the exit interview procedure is not "STEERING" the employee 
  2. Review each exit interview for PLAUSIBILITY
  3. Determine high turnover departments for EXTRA SCRUTINY
  4. Develop CONFIDENTIAL communication channels to the EX-EMPLOYEE
  5. Develop similar channels from SOURCES CLOSE to ex-employees

Each organization will have individual problems.
 

Click here for our FREE Employee Turnover Cost Calculator
Click here to read a related article
Click here to read more about People Profits Principle #87

People Profits case study: A manufacturing company had high turnover especially in certain key departments. The retention strategy was clearly not working. Communication channels were developed and trust was earned. In time, the real reasons for the turnover became known. The retention strategy was adjusted and turnover was cut quickly and dramatically. Certain supervisors were retrained, demoted or terminated. Our reputation among the candidate pool changed. We began to receive more applications and some valuable ex-employees reapplied.

Request a no cost - no hassle consultation now. 
 

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