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.
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.
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.
Powerful Retention Tool - RECAPô
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.