Exit interviews can provide useful information for management--if only HR asked the right questions, experts say.
Employees primarily leave jobs for a lack of opportunity (lack of learning, impact, and becoming something better - we call this the LIB Curve). We could also put this into the context of what Maslow wrote about over 50 years ago.
Being engaged, learning, growing, having impact has not changed in over 50 years. Yet, must companies stink of providing opportunities for learning, impactful work, and helping their employees become something better (realize their career dreams).
Secondly, after opportunity, employees leave because of their boss. When employees lose confidence and trust in their immediate supervisor - one foot immediately goes out the door.
I've worked with thousands of companies over the last 25 years and I've got to admit that I am very disappointment in the basic management capability of the vast majority of companies.
Finally, employees leave because of the culture of your company - not a learning based organization, no fun, dysfunctional co-workers that are tolerated.
Given these 3 elements, which most companies do a very poor job of working on and developing good systems and processes - is it any wonder over 50% of all employees in your workforce in any given month are trying to see if the grass is greener somewhere else?
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