Every interview with employees, every insight received from them is of treasure value. The common ground of the feedback from companies using Moodivation is that continuous and uninterrupted feedback from employees is of great benefit in planning processes. This is very gratifying, since employees’ feedback at every step is crucial to the sustainability of the processes being built.
Even the feedback of employees who will no longer work with you…
Exit interviews and surveys can bring you more useful insights than ever before. As Moodivation team, we believe that “It is very important to understand why people leave, but you should also know why people stay”. We support you to get all the answers with both our feedback tools and our survey module where you can easily conduct your exit surveys.
Why exit survey?
Getting the feelings and impressions of an employee who has made the decision to leave work is a unique opportunity to improve the current situation. In the meantime, let’s not forget that the participation rate in the exit surveys is at the level of 30 to 35 per cent on average. Employees may be reactive about participating in such a survey, depending on their reasons for leaving the job. According to information from companies, this reactivity may also result in a negative response to all the questions asked. Low participation in exit surveys is often seen in companies where feedback culture is not widespread.
Think of it this way; on the eve of the departure, you send a questionnaire to your employee, whose opinion you have never asked during the process, whose feelings you do not want to learn, and who you do not communicate with through regular interviews, and ask for their thoughts. In such a case, what would your reaction be? Would you answer the questionnaire? How objective would your answers be?
Keep these in mind when preparing exit surveys:
- Both exit interviews and questionnaires are completely voluntary. Forcing this point will increase your chances of getting negative results.
- The exit survey or interview is a crucial milestone in the issue of employee experience. The employee experience, which starts as soon as the candidate sees your job posting and continues until the day they leave—and even after that—requires that every step you take is consistent, sincere, and includes a strategy.
- In organisations with a culture of regular, continuous and healthy feedback, employees are accustomed to having their ideas evaluated at every step. They are likely to comply with the requirements of this culture when answering the exit questionnaire.
- The moment of leaving work does not always signal a negative experience. Extremely amicable partings are also possible. Employees may come across an indispensable opportunity, or they may have decided to take a very different path. When this is the case, separation processes are usually positive and enjoyable. The last feedback of the employee about the company, who left with positive experiences, is very valuable. Far from the reactivity of negative emotions, tangible and enlightening feedback can come. We recommend that you pay attention to this detail in the questions you will ask your leaving employee.
- Burnout has recently caused a large number of employees to quit their jobs all over the world. The number of employees who are deprived of their physical, mental, physical, financial and emotional well-being is increasing. The feedback you get from exit surveys can help you figure out how to turn inward and improve the well-being of those who stay. Exit surveys work well in reducing employee turnover.
- Proper analysis of responses to exit surveys is important. If everyone quits for the same reasons, that’s a solid indication that something isn’t right. It could be an unbearable manager, an HR issue, a health risk, or just out-dated office policies. At this point, the determination to face the problems is required.
- Honesty and sincerity are important during exit interviews and surveys, as they are in every step of employee communication. You should ask clear, direct, non-leading answers and ask as organic questions as possible. Integrity is the most important condition for healthy insight when it comes to gathering feedback.
- The best aspect of exit interviews and surveys is actually the most risky aspect for managers. The employee who has left or is leaving does not have to worry about pleasing anyone. If it is a process that is managed correctly, it can give tips that will benefit the company and increase the working quality of the remaining colleagues.
- Exit interviews and questionnaires also enable you to improve your recruitment processes. When planning the experiences of the candidates, doesn’t it make sense to get opinions from experienced employees?