Exit Interviews

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 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

More information about exit interviewing is in our June 2005 newsletter. Please click June 2005 to view the newsletter.

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Send an e- mail to renewal@elsdon.com or newbeginnings@elsdon.com with questions or comments. 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.
Copyright © 2011 New Beginnings Career and College Guidance; © 2011 Elsdon Organizational Renewal