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Here's how to use the information you receive from exit interviews effectively

by , 10 September 2014
When employees make the decision to resign, they often feel more comfortable giving their opinions about company practices, recruitment, supervision, pay, benefits, office culture, growth opportunities and other aspects of your company.

And that's why exit interviews are such a great tool. They can help you discover the real problems causing high employee turnover.

You can use the information you receive from exit interviews to your advantage so your company can thrive.

Here's how...

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Here's how to get the most from the information you receive from exit interviews

Disseminate the results: Because exit interview reports can provide surprising clues that you may not have been aware of before, you must make senior management aware of all employee turnover trends.

It may be a good idea to also give your HR department and individual managers this information.

Just don't forget about confidentiality and privacy issues when deciding who should receive the data.

Act on the results: It makes no sense to conduct exit interviews when you're not going to take action – reports mean nothing without action.

Exit interview reports can uncover trends, specific findings and recommendations for improvement. You need to develop action plans to make full use of these reports so you can improve company effectiveness and long-term productivity.

Review and measure regularly: According to the Practical Guide to Human Resources Management, you must provide reports quarterly or as often as required to validate comparisons.

The Guide adds that you must measure the results of the exit interview programme and the action plan to provide your company with platforms for going forward to greater competitive advantages in the marketplace.

Exit interviews are a useful resource, so use the information you receive from them effectively now that you know how.

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