Model of Disengagement to Exit

This model is based on information from  Leigh Branham’s book The 7 Hidden Reasons Employees Leave (AMACOM Books, 2004) . In his research with the Saratoga Institute’s database of 20000 post exit surveys, he uncovered that voluntary employee turnover is almost always preceded by a period of disengagement from the organisation, after some turning point event. He adds weight to this by referring  to Dr Thomas Lee’s research (Lee is a Professor at the University of Washington) where there is strong evidence that most employee initiated turnover starts when the employee experiences some shocking or jarring event. Dr Lee emphasis that exit interviews that do not uncover the turning point events and get the employee to discuss the deliberation process will not reveal the root case.
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Flexible Options To Suit Your Organisation

Workforce Retentions Exit Interview Programs are flexible and suit every organisation. The exit interview programs provide options such as; choosing confidential or non confidential exit interviews, opting for the entire outsourced package or pay less and self adminster, customise your on-line interviews or use workforce retentions effective online exit interview structure. Contact us for a demonstration of the tool.

Workforce Retention

Powerful On-line Retention Diagnostics

Almost 90% of managers believe employees leave because of 'pull' factors such as better pay or career opportunities - rather than 'push' factors that occur long before employees start looking for greener pastures. Organisations that keep ahead of these realities will reap the rewards of sustained competitive advantage.

Online Exit Interviews


Save time and money by outsourcing your exit interviews.   Workforce Retention's model for collecting and reporting online data is based on extensive research focussed on illiciting true sentiment from exiting employees. Too often the power of data captured through exit interviews is not realised. Workforce Retention offers a cost effective exit interview program that provides powerful insight into why your key talent is leaving. Workforce Retention's model will save HR time, reduce overheads.

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Phone Exit Interviews

Outsource your exit interviews with Workforce Retention's cost effective third party exit interview programs. Using specialised staff to sensitively collect information from exiting employees via a telephone exit interview, Workforce Retention successfully uncovers the root cause of employee turnover and allows you to view powerful online reports on such things as; the top five reasons for leaving, demographic profiles of former employees and insightful drill downs into reasons for exiting.

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Internal Exit Interviews

You can have the flexibility of allowing internal staff such as HR or management conduct internal exit interviews for your organisation with the reassurance of knowing the exit data is being captured centrally and reported objectively for the entire organisation.

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New Powerful Retention Tool - RECAP™

Workforce Retention has developed a Retention, Engagement & Commitment Assessment Program RECAP™. This powerful diagnostic tool helps you identify flight risk and nip it in the bud within 12 months.

It has two-fold value. Firstly, it captures the preferences, values and expectations of each individual as they enter the workforce. Then six months later, it recaptures the employee’s satisfaction against those same unique preferences. The comparative data highlights important gaps and identifies the risk of losing the employee through a retention index, and their level of engagement and commitment to the organisation through an engagement and commitment index. The data is captured independently encouraging greater candour from the individual via email workflow. It is then compiled into a one-page profile that the manager accesses via a web link.

How Do We Compare The Data?

The data is taken from the employee as they enter the workforce. At this point the culture, norms and attitudes of the workplace have not yet made an impression on the individual so their expression about what they value is untainted and candid.  Six months later those questions rated with high importance are given a satisfaction rating by the employee.

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