We support organizations in enhancing
performance, productivity and effectiveness
through revitalized workforce relationships and
leadership practices.
Copyright © 2011 New Beginnings Career and College Guidance; © 2011 Elsdon Organizational Renewal
Send an e- mail to renewal@elsdon.com or newbeginnings@elsdon.com with questions or comments.
Send an e- mail to renewal@elsdon.com or newbeginnings@elsdon.com with questions or comments.
Our exit interview process is based on experience gained delivering projects in a wide range of organizations. It combines
state-of-the-art data gathering methods with skilled consultants experienced in discussing sensitive issues. Projects are tailored
to the needs of each organization, with objectives as follows:
-Identify specific, actionable steps to reduce attrition
-Reach key employee populations that have a major organization impact
-Provide a confidential system that encourages full employee disclosure
-Provide a cost-effective system that generates information from individuals and can be aggregated at the group level
Our processes are highly flexible and customized for the organization.
Our analysis and presentation of exit interview results is designed to engage participants in moving to future action. It contains a strong foundation of analysis, building on extensive experience, enhanced by anecdotal input from interviewees to illustrate and deepen understanding of critical issues. The specific material will be customized to each organization’s situation drawing from the following elements:
-Perceptions of key issues from discussions with key stakeholders
-Overview of response statistics
-Summary of key issues identified from the interviews
-Review of basic metrics for historical attrition
-Description of interview population demographics
-Examination of interviewee perspectives on entry to the organization
-Classification of primary departure reasons as driven by dissatisfaction or opportunity
-Definition of the main reasons people looked elsewhere, and the final straw that precipitated their departure, identified by major demographic group
-Definition of the strength of key affiliation elements, highlighting areas of concern by major demographic group
-Steps interviewees took to address their concerns
-HR’s perceived role
-Definition of the primary attractors to new organizations, identified by major demographic group
-Identification of the organizations that people joined, their search time to find a new position and the extent to which their expectations were met
-Surfacing steps the organization could have taken to keep employees
-Identification of interviewees who would be willing to return and what would need to change for them to do so
-Recommended interventions to consider and a framework to begin planning action steps
-Identify specific, actionable steps to reduce attrition
-Reach key employee populations that have a major organization impact
-Provide a confidential system that encourages full employee disclosure
-Provide a cost-effective system that generates information from individuals and can be aggregated at the group level
Our processes are highly flexible and customized for the organization.
Our analysis and presentation of exit interview results is designed to engage participants in moving to future action. It contains a strong foundation of analysis, building on extensive experience, enhanced by anecdotal input from interviewees to illustrate and deepen understanding of critical issues. The specific material will be customized to each organization’s situation drawing from the following elements:
-Perceptions of key issues from discussions with key stakeholders
-Overview of response statistics
-Summary of key issues identified from the interviews
-Review of basic metrics for historical attrition
-Description of interview population demographics
-Examination of interviewee perspectives on entry to the organization
-Classification of primary departure reasons as driven by dissatisfaction or opportunity
-Definition of the main reasons people looked elsewhere, and the final straw that precipitated their departure, identified by major demographic group
-Definition of the strength of key affiliation elements, highlighting areas of concern by major demographic group
-Steps interviewees took to address their concerns
-HR’s perceived role
-Definition of the primary attractors to new organizations, identified by major demographic group
-Identification of the organizations that people joined, their search time to find a new position and the extent to which their expectations were met
-Surfacing steps the organization could have taken to keep employees
-Identification of interviewees who would be willing to return and what would need to change for them to do so
-Recommended interventions to consider and a framework to begin planning action steps
Exit Interviews