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Exit surveys
Reduce turnover and retain key talent.
Understand the forces of the Push-Pull model in your organization
The Push-Pull model below illustrates the different forces involved in an employee’s decision to leave. The push (dissatisfaction with their current job), the pull (alternative opportunities), and the friction (switching costs) play different roles for different individuals. Through the use of exit surveys, Gantz Wiley Research can help you understand the most prominent forces causing employees to leave. In particular, we will help you understand when and how employees are “pushed” from your organization.
Tailor your exit survey to fit your organization
Gantz Wiley Research will work with you to develop a customized exit survey instrument that will give you the greatest insight into your retention issues. We match the survey administration approach to the unique requirements of the project, which may involve phone interviews with small samples or key talent, or a blend of paper and Internet surveys when tracking scores becomes particularly valuable. Not only are exit surveys an important tool for retaining employees, they can also be used to encourage employees that are leaving to return in the future.
Develop action plans to improve retention and maintain your competitive advantage
Excessive turnover can be an expensive problem. Potentially more damaging than raw costs, however, is the cost of losing strategic talent. To maintain your competitive position, you also need to ensure your employees aren’t walking out your door and into the open door of your closest competitor. We work with you to understand drivers of retention for key segments of your workforce, establish an on-going system to track reasons for quitting, and develop action plans to address them.
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