It’s a common work pattern: people come and
people leave. They move to another places, retire, change their occupation or
just go in search of better to work. However, sometimes their motives to change
a place have some dark reasons: the can’t work with a certain team member or they
find company's culture and values too hostile. Whatever stands behind their
decision to leave, it’s HR manager’s job to determine whether you can do
anything about your peer’s departure.
(Source: LinkedIn, Why & How People Change Their Jobs)
When an employee leaves try to receive useful
feedback about the company, which will help you to find a solution to reduce
staff turnover and escape from losing you key specialists.
But how to get a feedback from an employees who
announced his decision to leave? We have 5 points you cover to receive a
complex picture of this or that situation.
Decision to leave
First of all, you should learn what or maybe even
who prompted an employee to leave your company. Ask him “Why have you decided
to resign?” or “What do you find attractive in your new job?” These questions
will unveil you necessary information you later can use to improve problematic
issue that forced your colleague to change a job. Moreover, if the employee is
leaving because of co-worker or work dissatisfaction you can try to convince
him to stay by promising to improve those conditions.
Experiences
No matter what served as an impetus for an
employee to leave, you should ask a few questions about his work experiences in
your company. His answers are likely to appear useful as they may point to what
triggered the peer to leave (in case he refused to answer the relevant
question) and show ways to improve work conditions for a person who will come
afterwards. Experiences-related questions include “What did you like in your
work most?” and “Have you received the necessary training and support?”
Relationships with supervisors
Correctly built questions regarding the management
a departing employee received can demonstrate whether it somehow influenced his
decision to look for new prospects somewhere else. Many leaving peers won’t
tell you about supervision issues as they want that in such a case the company
will not give a positive recommendation for you. That’s why it’s very important
to compose the questions in a proper way, asking, for example: “What aspects of
your manager’s style you liked most?” or “What can you recommend your manager
to improve?” and so on.
Ideas for improvements
Don’t think that the person who leaves your
company wouldn’t give you a piece of advice because from now he doesn’t care
about the organization’s future. Ask him what he can suggest to do to create
for his successor a better place to work. Here’re some examples: “If you could
change something about the company what would you do?”, “How do you think, what
job improvements should be done?”
His general impressions
And the last issues, but not the least one: find
out whether a resigning employee leaves the company with good or bad
impressions. Simply ask him whether he can recommend his soon-to-be-former
place of work. The question doesn’t give 100% warranty that the answer will be
honest, but it’s definitely worth a shot. The departing colleague is likely to
say “yes” and if it’s true, this is a great plus for your organization’s
reputation. If he says “yes” and add something like “I’d recommend this hell on
the Earth only to my worst enemy”, then don’t miss the opportunity to learn why
and determine what spaces in your company need to be filled.
So do you ask leaving
employees these questions in an exit interview? Can you think of any other
questions you should ask an employee who’s decided to change the job? Let us
know in the comments section below!
______________________
BUILD UP YOUR DREAM TEAM RIGHT NOW!
How R U? app allows to automate HR processes.
App’s features:
Quiz: Make questionnaires and analyze mutual expectations of staff and company
Help Me: Get personnel’s requests on-the-spot. Stay aware of their issues and needs.
Feedback: Get on-request and voluntary employees’ feedbacks and “portraits” of each other
Calendar: Help staff plan in-company activities
0 comments:
Post a Comment