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Member You - Use Exit Interviews To Dramatically Reduce Staff Turnover
The following article concludes the top 10 ways to ensure that you show good interview body language. Make sure that all the preparation you do for a job interview isn’t in vain. Your body language is key to job interview success.The final 5 of the top 10 ways to improve your interview b
Ensure that you conduct an exit interview consistently with every leaver regardless of whether they are going to a competitor, moving out of town, taking a career break or even retiring. They’ll all have something valuable
Every year, you can expect lists to come out about everything. This year’s top 10 lists include some of the most enlightening revelations about business and the direction business is going. In a recent report, fast food, janitorial services and delivery services seem to be the peak of 2006.
Well the simplest way to find out why they are leaving and stop the loss of business is to obviously ask them. To find out what made them leave you and what attracted them to another supplier.
In the same way, you should make ‘exit interviews’ with employees who leave your business a standard part of your procedures.
Usually conducted in their last few days, an exit interview is a conversation between you and the person who is leaving which allows you to obtain valuable information from them which will help you keep staff in the future.
Some of the questions you may consider asking are:
1. What are your reasons for leaving?
2. With hindsight, what could we have done differently to have retained you?
3. How long have you been thinking about leaving?
4. What was the catalyst that triggered you to leave?
5. If you were in my shoes, what 3 changes would you make here?
6. Who do they know that would be suited to this role? (you may not want to take someone they recommend, but who better to know the best person for the job?)
Remember that they are actually helping you here by sharing what could be valuable information. So be positive, don’t take criticisms personally.
There may be things you do not agree with – but don’t be defensive. Be dignified and thank them for their feedback.
If you do this consistently with every person that leaves you’ll get a clearer picture of what motivates your staff and what you could do to improve employee satisfaction (and therefore retention).
Ensure that you conduct an exit interview consistently with every leaver regardless of whether they are going to a competitor, moving out of town, taking a career break or even retiring. They’ll all have something valuable
You're planning to pursue a new career, but how can you be sure your choice is a good one? Consider the following five career factors.1. Your Passions People often overlook their own passions when it comes to making life-defining decisions. Perhaps your dad always said you sh
Usually conducted in their last few days, an exit interview is a conversation between you and the person who is leaving which allows you to obtain valuable information from them which will help you keep staff in the future.
Some of the questions you may consider asking are:
1. What are your reasons for leaving?
2. With hindsight, what could we have done differently to have retained you?
3. How long have you been thinking about leaving?
4. What was the catalyst that triggered you to leave?
5. If you were in my shoes, what 3 changes would you make here?
6. Who do they know that would be suited to this role? (you may not want to take someone they recommend, but who better to know the best person for the job?)
Remember that they are actually helping you here by sharing what could be valuable information. So be positive, don’t take criticisms personally.
There may be things you do not agree with – but don’t be defensive. Be dignified and thank them for their feedback.
If you do this consistently with every person that leaves you’ll get a clearer picture of what motivates your staff and what you could do to improve employee satisfaction (and therefore retention).
Ensure that you conduct an exit interview consistently with every leaver regardless of whether they are going to a competitor, moving out of town, taking a career break or even retiring. They’ll all have something valuable
Do you have sacks of money to burn on your marketing and advertising? All of the small businesses that I’ve come across say they don’t. Yet there are a good number of small businesses that have held their own marketing and advertising budget bonfires.How does this happen? A conclusion
2. With hindsight, what could we have done differently to have retained you?
3. How long have you been thinking about leaving?
4. What was the catalyst that triggered you to leave?
5. If you were in my shoes, what 3 changes would you make here?
6. Who do they know that would be suited to this role? (you may not want to take someone they recommend, but who better to know the best person for the job?)
Remember that they are actually helping you here by sharing what could be valuable information. So be positive, don’t take criticisms personally.
There may be things you do not agree with – but don’t be defensive. Be dignified and thank them for their feedback.
If you do this consistently with every person that leaves you’ll get a clearer picture of what motivates your staff and what you could do to improve employee satisfaction (and therefore retention).
Ensure that you conduct an exit interview consistently with every leaver regardless of whether they are going to a competitor, moving out of town, taking a career break or even retiring. They’ll all have something valuable
It is a common misconception that advertising your small business will cost an enormous amount of money. The cost deters a lot of small home-based businesses from advertising. This leads to slower growth, as not many customers are aware of the enterprise. Keep a small budget and spend it wisely
Remember that they are actually helping you here by sharing what could be valuable information. So be positive, don’t take criticisms personally.
There may be things you do not agree with – but don’t be defensive. Be dignified and thank them for their feedback.
If you do this consistently with every person that leaves you’ll get a clearer picture of what motivates your staff and what you could do to improve employee satisfaction (and therefore retention).
Ensure that you conduct an exit interview consistently with every leaver regardless of whether they are going to a competitor, moving out of town, taking a career break or even retiring. They’ll all have something valuable
Seeking Grant Proposals for your FundraiserAn essential part of fundraising is writing grant proposals and grant applications. An effectively written grant application can result in large sums of money for your fundraising group. Grant applications can be a long and tiresome journey, b
Ensure that you conduct an exit interview consistently with every leaver regardless of whether they are going to a competitor, moving out of town, taking a career break or even retiring. They’ll all have something valuable to tell you.
This information is priceless. You may not be able to use it to keep the person who is leaving, but you can certainly use it to prevent others leaving and so save yourself a lot of time, money and effort in recruiting and training replacements.
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