Outsourced Exit Interviews, Stay Surveys, Leadership Assessments and so much more.
HSD Metrics can help clients large and small reduce turnover through expertly managed exit interviews. But if your intentions in outsourcing exit interviews are misguided, you’re unlikely to make the progress you expect. How do your motives align with those listed below? You’re figuring out who’s to blame for your turnover. Focusing on retention is one of the most constructive actions a business can take for its own health. Trying to identify the source of turnover is one of the most destructive. Here’s an unfortunate fact: If you’re administering exit interviews yourself and the blamed party seems just out of focus, the person they’re blaming might be you! You just want to save money. You will save money in reduced turnover – it’s almost a certainty. But only if you accept the sometimes hard-to-swallow truths the exit interview process reveals. Not all companies prepared to outsource exit interviews are also prepared to act on the findings. You plan to rely on the data – heavily. Most exit interview providers can only provide glimpses in the rear-view mirror. There’s so much more to retention, beginning even before each employee begins work. The insights vendors put forward must be considered within the organization’s context if they are to truly stick. Many vendors simply can’t deliver that depth of detail. If you choose exit interview providers for all the right reasons, on the other hand, you’re bound to find the worthwhile results you want: You suspect excluding HR will improve data quality. All but the most temperamental employees try to leave companies on good terms. Eliminate the fear of repercussions by taking your staff out of the exit interview process entirely. Small companies may perceive this problem least of all – you know why your employee is leaving, right? Maybe not. You need an organizational culture shift. Embracing the data that exit interview providers can offer makes a statement about your organization. Employees can’t be blamed for skepticism about whether traditional exit interview information will ever be utilized. Modern exit interview systems are platforms for employee voices to be heard and valued. You want to retain employees. High retention equals a fortune in resources saved, but it also equals… high retention! An outstanding service provider will help you develop a plan for the entire employee life-cycle. You have the opportunity to gauge your employees’ job satisfaction from their first to last days. Contact HSD Metrics today to learn more about how your organization could benefit immediately from our expertise in conducting exit interviews.
Selecting an exit interview service provider can prove challenging, and maybe also somewhat intimidating – how do you prepare interview questions for interview experts? Just a handful of incisive questions, however, will quickly separate the wheat from the chaff. If you’re unsure how to outsource exit interviews for your company, here are four critical questions you should ask a vendor before entering any service agreement: What is the average response rate to your exit interviews, and why? Whether the vendor incorporates flexible response mechanisms is just one facet of this question. A special challenge for exit interview providers lies in achieving a balance between getting the most possible employees (even the disgruntled ones) to complete the interview and obtaining authentic, meaningful feedback. How vendors choose to get answers to the toughest questions speaks volumes. How flexible and personalized are your interview questions? While repeating certain questions throughout exit interviews allows historical comparisons, adding questions about recent projects and specific situations can yield uniquely valuable responses. The best service providers are efficient enough to tailor their services to each client’s challenges, goals and demographics. The worst service providers use the same five-year-old template for every customer. Describe your methods for reporting data. All the data in the world does you no good if it’s simply regurgitated with no interpretation. Your vendor should be able to show you, at the bare minimum, real-time dashboards with both qualitative and quantitative details. A top-notch partner will supplement reports with ongoing benchmark analysis and insights for improvement. Immediate access to all this information saves you time – it’s a must-have. Tell us about your data archive and how you use it. Bountiful data is a double-edged sword. A deep background in collecting relevant data gives a vendor the tools needed to benchmark your progress faster, so you can take action faster. On the other hand, it’s hard to conceive of a bigger red flag than an indication that a vendor who is careless with data. Remember: if you begin a business relationship, your data will be their data. If you’re still looking for an experienced, thorough and trustworthy exit interview partner, contact HSD Metrics for a complete consultation today. The sooner you understand the sources of your turnover issues, the sooner you can commit to meaningful organizational change.
Actual Comments from Employees Who Left: “The job duties changed constantly during my tenure in the position. There were unrealistic expectations for the type of position I was being paid to perform.” “I was required to teach six completely different classes each semester in three different departments, two departments that I was not certified in. When I was initially hired, I was promised that I would only need to teach out of my content area for one year at most.” The Solution These two former employees share something in common – expectations and promises of the position didn’t meet reality. While some variance in duties and taking on extra tasks from time to time is expected, both the employee and you, as the employer, should have a clear understanding of the position from the start. How can you make sure everyone is on the same page? HSD Metric’s Onboarding Surveys provide valuable insight into not only your new hires’ recruiting and hiring experiences, but also their expectations of the work environment. As an HR professional, it’s a goldmine of information that can help you continually improve processes and avoid costly new-hire turnover. HSD Metrics makes the onboarding survey process simple. We’ll work with you to create a questionnaire that best serves your needs. Onboarding surveys can cover topics like
Actual Comments from Employees Who Left: “Weekly Professional Development and Staff Meetings were taking up too much time in the schedule to actually get my individual parts of the job done. There was NO time left over for individual planning, behavior/classroom management issues, or classroom/activity prep.” “Faculty reviews are brutal, largely focusing on how teachers have not reformed to Common Core quickly and effectively enough.” “Administration does not consider the time they are asking teachers to give up IN ADDITION TO the time they have already sacrificed outside of required hours. Furthermore, in-school professional development is not instructive; rather, it is filled with berating lectures, useless handouts, and information that could easily be disseminated via E-mail. Given everything we are asked to do, this is a disrespectful use of our time.” The Problem Nearly half a million U.S. teachers move or leave the profession annually, according to a 2014 report by the Alliance for Excellent Education. Addressing the report results, the president of the Alliance and former West Virginia governor, Bob Wise, pointed out that “The monetary cost of teacher attrition pales in comparison to the loss of human potential associated with hard-to-staff schools that disproportionately serve low-income students and students of color. In these schools, poor learning climates and low achievement often result in students—and teachers—leaving in droves.” The Solution You can’t stop the exodus if you don’t understand what is driving it. That’s where employee engagement survey vendors like HSD Metrics® can help. Understanding how teachers and other staff members perceive the demands on their schedule, their compensation packages and other aspects of their work within academic institutions offers much-needed insights that can help administrators address the problem of teacher attrition. For example, in one survey conducted by HSD Metrics, a common complaint was that “In-school professional development is not instructive; rather, it is filled with berating lectures, useless handouts, and information that could easily be disseminated via E-mail.” Armed with this information, school administrators can revise their approach to professional development by
HSD Metrics ExitRight® Employee Exit Interviews reveal invaluable information about what prompted your former employees to seek change. Outside of circumstances like moving, there are three things that typically drive employees to leave: Lack of competitive pay. Actual comment from an employee who left: [The school] could have done a number of things to prevent me and many of my peers from leaving. The pay is not competitive. I love teaching, and I love working with kids and helping them learn about the world, but on a long enough timeline, money really starts to matter. Lack of opportunities for advancement and training programs. Actual comment from an employee who left: I could be the best teacher in the school or the worst teacher in the school, and the opportunity for advancement was still non-existent. Lack of internal communication. Actual comment from an employee who left: If [the school] would have provided more team-building exercises and opportunities where we could have gotten to know one another on a more personal level. A better line of communication with team members. I would have stayed if any of these practices could have been in place. What if you could have that information before it was too late? HSD Metrics can provide you with valuable insights like these from current employees with employee satisfaction surveys. SurveyRight Employee Engagement Surveys are custom-designed with targeted questions that will provide a comprehensive picture of your organization’s effectiveness. Outsourcing employee satisfaction surveys can help you obtain more detailed, honest feedback than if you performed them yourself. We guarantee anonymity to your employees, so they feel comfortable opening up. You can then use the data to make meaningful improvements to your organization. HSD Metrics will provide you with analytics from your employee satisfaction surveys that will help you recognize themes, create action plans and understand what all of the feedback really means for your organization. Returning to our examples above, school administrators may have been able to communicate with teachers instead of losing valuable educators. Do employees understand the pay scale? What are the long-term opportunities? Does your organization clearly outline internal advancement opportunities? Many issues boil down to a matter of communication. These surveys provide valuable information that you can use to communicate with your employees based on your better understanding of their needs and concerns. Satisfied employees mean longer tenures, eliminating costly rehires, and a work environment where people will bring their best. Contact us today to learn more about HDS Metrics’ employee satisfaction survey process.
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