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 Exit Interview Options

The Exit Interview Program you choose can be tailored to suit your organisations preferences. 
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Workforce Retention

Outsourced Exit Interview Programs

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 because it is not undertaken sensitively, there is no consistent exit interview structure, data is not captured centrally and analysed objectively, there is no platform for reporting and interview papers are filed and forgotten. Workforce Retention offers a cost effective exit interview program that provides powerful insight into why your key talent is leaving, where there are themes and trends in parts of your business and reporting that ranks the top reasons for leaving at 3 reporting levels. Workforce Retention's model will save HR time, reduce overheads and provides a solid foundation in which to build effective retention strategies.

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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.

Solid research tells us that many employees who exit an organisation reveal only the 'pull factors' that attracted them to another job but fail to reveal the 'push factor' that initiated the employee's disappointment, caused them to disengage and set them on the exit ramp. This is because their exit interview was carried out internally. In the majority of cases an exit interview carried out internally poses a risk and discomfort to the employee. Through an independent exit interview, Workforce Retention invites employees who are about to exit their organisation,  to reveal the deliberating process through the assertion of gentle, probing and professional interview techniques, assisting organisations to uncover the early warning signs of defection.

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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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