People management - 18

Why do employees leave voluntarily?

A poor relationship between the employee and their direct manager A lack of opportunity for growth and development A lack of challenging and meaningful work

How do the measures Stay interview and Exit interview help?

Exit interview: The owner can learn and take retention initiatives for the rest of the workforce. Appreciation of the employee, who will leave with good impression of being listened to and valued. Stay inverview: better understanding of what motivates and demotivates create an engaging and satisfying work environment

How to handle your HR Reporting Exit Analysis?

Extend your exit data & include other parameters about Demografics: seniority / gender / age Organization: department / position / managers Personal information: educational background Performance history Reveal trends and develop action or remediation proposals Link to retention initatives Link to Stay Interviews Communication Sound HR practices enhance employee engagement

What are the topics of an exit interview?

How did the employee experience his time at the company? When and how did things change or lead to his resignation? Why is he/she leaving?

What kind of leave motives are there?

Job content Organisation: policies, culture, structure, strategy, ... Management / colleagues Communication / meeting structures / systems Personal development / growth perspectives Compensations & Benefits Conditions of work: flex work, office, location, well being initiatives, ...

What is according to employees the top 3 of factors that motivate employees to leave the company? and to managers?

Lack of career opportunities & development paths Salaries don't compare favorably with industry peers Undesirable work-life balance

What are the Life-Work solutions for an employer to retain personnel?

Learning & Development: eg. Workshops & Trainings Resource Development: eg. mental health professionals to assist in Work-Life matters Critical Incident Stress Management: help employees to cope with stressfull situations and restore the sense of security Confidential Counselling: to address a variety of issues

What kind of retention measures are there?

Monitor your metrics (eg. turnover rate) Variety of tools that managers and executives can use to evaluate the performance of their employees, their products, services, and customer satisfaction Identify and assess flight risks Good talent management practices Become Employer of Choice to your critical workforce Conduct Exit interviews Conduct regular Stay interviews

What are the final recommendations for an exit interview?

Prepare the conversation: understand the full background and history of the person in the organization Take your time Relax, create trust, intimacy Go through history within the company! Go in depth on expressed reasons or motives Separate in good partnership Do something with the data Inventorise the plusses of the company as well Do not force to have an exit interview Be grateful and recognise honesty and openness

What are the advantages of employee turnover?

Retaining top talent is a priority for every organization, in every industry and every part of the globe. Turnover isn't always a bad thing: ongoing, regular influx of new talent that brings fresh ideas and experience along with a different perspective Engine for improvement, innovation, self reflection.

How to calculate the Turnover Rate?

The number of 'leavers' (employees terminating during a period) divided by the total number of people employed during the same period times 100 equals your Turnover Rate.

What is turnover?

The proportion of employees who leave an organization over a period (eg. on a year-on-year basis), expressed as a percentage of total workforce numbers.

What are the disadvantages of employee turnover?

Too much turnover can harm the organization, resulting in: Uneven workloads Lower employee morale or engagement Loss of corporate knowledge/memory Lack of continuity, particularly in customer or supplier relationships Problems with quality or productivity It is all about getting the balance right between retention and out-management!

What are the recommendations for Retention- & Out-management?

Turnover has many facets, focus on what matters Strategic workforce management Targeted talent management and succession planning Retention - if focused and targeted - can make a difference. Out-management can have substantial effects: retaining your key people attracting the best fits encouraging employees to assess their own fit to the organization and act upon: help them act upon potential misfits

Exit data

What will you report? Individual information or data Trend - Analysis per department / period / target group Revealed problem areas (eg. teams, managers, ...) To whom? Direct manager? Manager +1? Leadership team? Colleagues? HR team? When? Immediately / periodically / yearly? Upon request? In case of specific problems?

Types of turnover?

voluntary: incidental/natural involuntary