Necessary steps to effectively address high employee turnover

The first phase of combating high employee turnover is to completely understand the reasons why employees decide to leave your company. Once the reasons for turnover are recognized, you will be able to take the steps required to reduce this turnover and thereby increase the overall value of your organization. Former employees are an important sampling of your workforce. The observations of former employees can inform you what your overall workforce is experiencing and what risks are evident in the workplace.

Re-recruit Former High Profile Employees

Your company has an opportunity to re-recruit former employees. Re-hiring these former employees eliminates the costs associated with identifying and training new talent.

• You receive post-interview Recapture Alerts that identify who is willing to return.
• Recapture Alert e-mails include verbatim comments regarding willingness to return.

Identify Scale of Turnover and Where Changes Must be Made

Research performed by The Work Institute allows you to analyze exit interview data as it corresponds to specific segments of your organization. By segmenting data, you can identify particular areas where employee-employer relationships require attention.

• Company overview
• Organizational units
• Locations

Exit Interviews Generate Reliable Data to Know:

• What is causing talent to leave your company?
• Where is talent going when they leave your organization?
• Would former talented employees work for your company again in the future?
• What would it take to get former employees to reconsider an employment relationship with your company?
• What factors would be most important in affecting a return to your company?
• What potentially unethical behaviors exist?
• What’s the biggest complaint about the company? How can this be addressed?