Making exit interviews useful
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People leave our company for reasons we only guess at. Exit interviews happen on the last day with the direct manager, and the answers are usually polite and vague.
We are moving interviews to a neutral HR colleague, adding an anonymous survey a few weeks after departure and reviewing themes every quarter with leadership. We also want to follow up with former employees who might return. How do you collect honest feedback from leavers and turn it into concrete changes?
We are moving interviews to a neutral HR colleague, adding an anonymous survey a few weeks after departure and reviewing themes every quarter with leadership. We also want to follow up with former employees who might return. How do you collect honest feedback from leavers and turn it into concrete changes?
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