Hi,
In addition to the opinions expressed, I would like to add that no exit interview / feed-back from former employees will yield concrete results unitl and unless, it is well acted upon !
Initially, people share their real reasons for quitting like work-culture, behavior of manager etc, but when they see, that others cited the same reasons for change and nothing substantial was done on the part of hr to plug in the existing loop-holes then later they stop sharing their real concerns as well ! The reason being, that nobody wants to be the whistle-blower and ruin relations with (former) employers in this era of reference-checks .
Thus, I believe that initiating proper action to control any set-back that has come to your notice so far, to win the confidence of present employees to retain them, is much more important then merely conducting feed-backs to find out reasons.
In addition to the opinions expressed, I would like to add that no exit interview / feed-back from former employees will yield concrete results unitl and unless, it is well acted upon !
Initially, people share their real reasons for quitting like work-culture, behavior of manager etc, but when they see, that others cited the same reasons for change and nothing substantial was done on the part of hr to plug in the existing loop-holes then later they stop sharing their real concerns as well ! The reason being, that nobody wants to be the whistle-blower and ruin relations with (former) employers in this era of reference-checks .
Thus, I believe that initiating proper action to control any set-back that has come to your notice so far, to win the confidence of present employees to retain them, is much more important then merely conducting feed-backs to find out reasons.