How Can We Effectively Analyze Exit Interviews to Reduce Employee Turnover?

Hi All,

Majority of the companies have an Exit Interview/Interview Forms included in their Exit process for the employees.

I wanted to know if there is a proper method/process for evaluating/analyzing the information that is collected out of these exit interview forms, so as to not reduce conducting these interviews/filling up of Exit Interview forms merely as a formality. I want to evaluate the reasons why employees leave the organization (I have records of the past 4 years of my organization) and accordingly address those concerns to curb the attrition rate in my organization.

Kindly help me out with this.

Thanks and Regards,
Pooja

Hi Pooja,

On any process or policy, the management should have a commitment; accordingly, the HR should also have people orientation.

When it comes to the exit process, it is secondary. As an HR professional, do you possess the quality of "ear to the earth"? This quality entails a willingness to understand what is happening within the organization. This means you should be gathering day-to-day or hour-to-hour information on people-related matters and addressing them promptly. Any grievances that are not properly addressed can lead to demands. Some employees may choose not to confront issues or may lack the time to focus on them. Typically, these individuals are highly qualified and technically competent. They may tolerate issues for a period, but if their grievances are not resolved by the appropriate authorities, they may decide to leave. Their employability quotient is very high. Once these employees are counseled, valuable information can be obtained.

In the process, every employee will trust one or two co-workers. As an HR facilitator, you should allow the resigning employee to choose the co-worker with whom they want to sit, fill out the form, and ensure that the chosen employee demonstrates ownership, commitment to the organization, strong listening skills, and the ability to gather information effectively.

After obtaining the information, categorize it into negatives and positives. List out the negatives, discuss them with all Heads of Departments, formulate an action plan, submit it to senior management for approval, and implement it. The commitment of senior management is crucial for carrying out these activities effectively.

Thanks and regards - Kameswarao

Hello Kameswrao,

Thank you for your valuable inputs on this. I agree with most of the points made, and these are quite relevant, especially in the small organization I work for. Though, I doubt how much a day-to-day/hour-to-hour update would be possible in a large organization.

I completely agree with the fact that one needs to address the problem from the inception rather than analyzing it following the aftermath. It's just that I came across a whole lot of past documentations and thought if there would be a process/method to analyze/sort it out.

Thanks and Regards,
Pooja