Saying goodbye to employees is a natural part of running an organisation, but losing key people at the wrong time can cause major setbacks. Understanding why people ...
Insync’s exit interview system now has a new feature, our new reasons for leaving chart.
In a snapshot our clients can immediately see why their people leave. It’s all good and well having loads of exit interview data, but you want to easily decipher it and most of all know what to do about it to retain your talented employees.
To keep it simple, the summary “reasons for leaving” exit interview chart is broken down by five factors:
- Home life
For any exit interview clients who request custom questions, these are displayed as a sixth factor.
What do the exit interview factors mean?
Our years of research and exit interviews have found that people leave their jobs when one or more factors occur:
- Job enrichment: Their job is no longer fulfilling or stimulating
- Structural: They lack resources to do their job well and/or don’t feel fairly rewarded
- Interpersonal: They don’t feel strongly connected to their colleagues, manager or organisation
- Home life: Their life circumstances change (personal reasons, retirement, family, etc)
- Environmental: They are approached by other employers with a better job offer
For more information download Insync’s employee Retention Review study based on our exit interview data.
Other exit interview resources and articles:
- Why people stay: How to keep your best employees
- Insync online Exit Interview portal
- Exit interview questions
- Why exit interview benchmarking is important
- Creating a business case for an exit interview system
- Exit interview guide to best practice
- Consultant’s blog: Professional service organisations can anchor graduates using Entry and Exit Interviews
- Employee survey research: The Insync Retention Review 2007
- Employee survey research: The Insync Retention Review 2010
- Employee survey research: The Insync Retention Review 2012