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Exit interviews - don't miss this opportunity to improve staff retention!

by , 12 August 2015
Have you had a flood of resignations pouring in? And did you sit back and ask yourself 'But why are they resigning?'

Well... Have you actually asked them why? Did you ask what they liked and didn't like about working for you?

And while you might think 'good riddance' to people who resign, exit interviews are a unique opportunity to find out why your employees aren't happy at work. They'll help you avoid future resignations and retain the best employees. You can also use information from the exit interviews to show managers where they went wrong with an employee.

But what sort of questions should you ask? 
 
Use these examples of 23 exit interview questions, to create an exit interview questionnaire for your company.
 
***
Be warned! The Labour Relations Amendment Act changes the way you treat fixed-term and temporary employees!
 
If you use fixed–term contracts in your workplace, you need to make sure they're in line with the new Labour Relations Amendment Act which came into effect on 1 April 2015. 
 
If you don't know how to implement and manage fixed-term and temporary contracts you could land up with an unfair labour practice case on your hands! 
 
23 Questions you can use in your next exit interview
 
An exit interview is a meeting or survey between at least one human resources (HR) representative and the employee leaving. You can send the person a questionnaire or have a meeting or 'interview' of sorts. In person is better. 
 
Use these questions to create a questionnaire to suit your company's situation.  
1. Why do you want to leave? Ask about the main reasons. Remember to adjust the questions for those who leave due to retirement, retrenchment or dismissal. 
2. What could we do differently to avoid you leaving? Where the reason relates to work and not to family/personal reasons, etc.
3. What should we have done to handle the situation differently? Ask for examples of how he thinks you should deal with the matter.
4. What are your comments about the processes, procedures or systems that added to your problems and your resignation?
5. What suggestions do you have for the company to manage these issues better in future?
6. How do you feel about the company? What's been good and bad for you?
7. Do you think you could've done anything differently or better if you had the opportunity to do so?
8. Were there any other duties or responsibilities you would've liked but didn't get?
9. What could we do to help you to make more of your potential and abilities?
10. What training did you want, but didn't get? How would it have help you and the company?
 
Keep reading for the next 13...
 
***
The A-Z of legal recruitment

 
Did you know there are 11 legal requirements for recruitment?
Do you know how the Employment Equity Act affects your job advertisement?
Do you know what checks you can legally conduct on an applicant?
Are you sure your employment contract includes the 16 clauses the law says you must have?
 
If you don't have all of these aspects correct, you'll be on the wrong side of the law when it comes to your recruitment process. Don't get it wrong!
 
***
 
23 Questions you can use in your next exit interview... continued
 
1. Did we meet your training and development needs adequately? Explain. 
2. What can you say about communications in the company and your department? How can we improve it?
3. How do you think we can improve on customer service and relations? 
4. How would you describe the company culture? What do you think of it?
5. Did we give you a proper induction/orientation into the company and your role? Improvements? 
6. Did we measure your performance accurately and feed back to you? Did you find it useful?
7. Were you motivated? How did we contribute to your motivation and how could we improve?
8. What suggestions do you have to improve working conditions, facilities, hours, shifts, etc.? 
9. What comments or suggestions do you have about how we managed you?
10. Aside from your reasons for leaving, did you want to develop a long-term career with us? 
11. How do you think we can better retain our people?
12. Would you consider working for us again if the situation were right? Would you recommend us to others?
13. Are you willing to say which company you're moving to – why them specifically? What will they be offering you that we aren't?

Be prepared and have your exit interview ready when your next employee resigns and use it to your advantage!
 


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