With the national unemployment rate trending at all-time lows, it hasn’t gotten any easier for companies in environmental services to recruit. However, it has highlighted the impact good employees make, and the hit we take when they choose to leave for other opportunities. If someone has turned in their two weeks’ notice, there may not be much you can do to keep that individual, but it’s the perfect time to learn how you can prevent other employees from leaving, too. Exit interview surveys are vitally important in assessing trends and challenges your current workforce faces. The answers provided allow management to correct any issues that may have flown under the radar, improve morale, and increase employee engagement and retention.
Some companies avoid exit interviews or exit surveys because they don’t want negative feedback. While that is understandable, it leaves a huge opportunity for improvement on the table. With exit interview surveys, you can glean…
For your team to provide honest feedback, not only do you have to take it seriously, but you must also communicate how you’re doing so. A few tips for both:
People may be reluctant to share information, especially if the information is sensitive and could be perceived as negative. To get past that reluctance, show gratitude for the employee who is leaving and still choosing to help make the workplace better for coworkers he or she leaves behind. One way to do that is to give a small gift, as a token of appreciation for their time and honest feedback (this is what we do at Cascade).
Exit interview surveys shouldn’t be your only source of information regarding employee experience (read about using new hire feedback here), but it is an important one you should be leveraging to retain your team.
If you’re currently recruiting employees or working to ensure your best employees stick around, check out some of our related posts.