What Your Employees Are Not Telling You at the Time of Separation

  • Created Date02 Aug, 2014
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Conducting exit interviews has been a regular practice for companies in human resource department. However, employers need to ask themselves whether they are gaining any real value from doing this and are they going to make the necessary changes in the future to minimize turnover based upon this feedback?

Most staff member who leave a company and elect to participate in an exit interview are not always completely transparent about the reasons for leaving. They often feel that it's best to say nothing, because nothing will change. Here are some of the things that we most commonly hear from candidates that your departing employees may or may not be telling you:

1.    Leadership is ineffective and I don't trust them

2.    My Manager is threatened by me and will not help me get the visibility I need to advance

3.    My Manager takes credit for the work I do

4.    My Manager is not open to my ideas or suggestions, they are quickly dismissed

5.    There is no development path for me here/ I am not building my knowledge and skills

6.    I don’t feel valued or appreciated

7.    The growth path I desire is not available here-this may include those who do not want to go the management route and prefer to remain individual/high potential contributors

8.    Compensation is never addressed, it’s not competitive

9.    I am doing three jobs due to downsizing with no discussion about an increase in compensation

10. I am working extreme overtime with an expectation that I am on call 24/7

11. The company does not invest in it's employees

12. I'm not a maintainer, I'm a creator, the role is not challenging nor does it help me to build my expertise

We would like to hear from you, please share with us what candidates and departing employees are telling you.

It may not be possible for the company to address the issue, but having a sense of some of the more common reasons for turnover will help a company to better plan short and long term talent management strategies.

Being realistic about what your organization can offer a high potential staff member who needs to eventually leave in order to pursue the next step in their career does not have to be viewed as negative.