Employee Retention, the New Competitive Advantage.

The average Millennial worker stays at their job for 2 years and 9 months. Gen Z is even shorter at 2 years and 3 months. Now more than ever it’s critical that organizations find ways to increase employee retention.

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Why ExitChex?
When employee retention improves in organizations there are many benefits!
Conducting exit and stay interviews can;
Reduced Costs

Less money is spent on hiring and training new employees.

Increased Productivity

Long-term employees are more productive, because they have gone through the first-year learning curve and have a better understanding of their roles and the company’s goals.

Improved Expertise

Tenured employees have improved expertise that they bring to the team and can share with newer, younger employees.

More Motivated Team

Having longer-term employees, with less attrition leads to improved communication and understanding of the needs of the team, resulting in improved motivation and better results.

You can't improve your employee retention if you don’t have the correct data!

Regularly when we work with clients, we find that the information which is gathered internally during exit interviews is not the “real” reason that employees quit.

What Is The Real Reason?

More than

0%

of respondents told their company they were leaving for more hours or money.

Less than

0%

of the time more hours or money was the only reason for them leaving.

Our team has uncovered Harassment, Abuse, Safety Violations, Human Resource Violations, and Poor and Toxic Leadership.

It’s much easier to say that you are leaving for better pay, or more hours.

“There is a strong norm against clear honest and critical feedback in most organizations.”

Tessa West, professor of psychology at NYU

“96% of Fortune 500 companies conduct exit interviews.”

thehumancapitalhub.com
Exit Interview Case Study

After conducting 136 exit interviews more than 70% of respondents told the company they were leaving for a FT job, more hours or more money.

After thoroughly conducting the interviews, here is the information we were able to flush out, that respondents were unwilling to share with their supervisors or HR department

0%
Left for Wage alone
0%
Left Due To Poor Culture
0%
Wage Was Only A Secondary Reason For Leaving
Stay Interview Case Study

The client engaged us to complete a random sampling of 10 out of 40 employees. The organization had been making changes to improve their culture and the Senior Leadership team was certain that the effect had trickled down as they had planned.

The average tenure of respondents was 7.5 years.

0
Declined To Participate
0
Would only participate anonymously
0%
Rated a 3/10 or lower for satisfaction of recognition received
0
Were actively planning to leave within the next 12 months

Tia’s invaluable work in identifying the truth behind employee turnover, through the use of third-party independent exit and stay interviews, uncovered critical insights into why our employees were leaving. She identified issues such as poor leadership and safety infractions, which had gone unnoticed, even though we had previously been doing our own internal exit interviews when employees left. By addressing these concerns, we took significant steps toward improving our workplace culture.”

Tom Jezersek
President & COO
Pacific Western Transportation