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It’s often difficult when a valued employee decides to move on. Don’t take any person’s leaving your organization for granted. Every employee has a reason that they’ve decided to quit, and it’s your job to find out why by consistently conducting exit interviews. Treat any information received as valuable data that will help you make needed improvements going forward.

The point of doing exit interviews is to use the information acquired. Some of it will be difficult to hear. There will be other things that you have no control over. Do what you can to make small changes and over time, you will see big results.

Here are a few of the topics you’ll want to cover:

  1. Overall job satisfaction/dissatisfaction
  2. Specific reason for leaving
  3. Frustrations experienced on the job
  4. Their thoughts about the corporate culture
  5. Relationships with supervisors and team members
  6. Adequacy of compensation and benefits
  7. Anything else you would like to know for future posterity.

By being consistent in your asking, over time, you’ll see patterns emerge that are causing valued team members to take their skills away from your company. Act on our newfound knowledge and increase your retention rates.

To get this and 97 other ideas on Manufacturing Engagement, please check out Lisa Ryan’s book, “Manufacturing Engagement: 98 Proven Strategies to Attract and Retain Your Industry’s Top Talent