Exit Interview Survey Prompts
Departing employee insights capture and retention strategy system Discover how these prompts can help you collect actionable insights, improve engagement, an...
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Features
- Turnover reason coding
- Retention risk modeling
- Alumni network integration
Benefits
- Reduce preventable turnover
- Identify cultural risks
- Improve alumni engagement
Frequently Asked Questions
- Implement post-exit surveys 30-60 days after departure through third-party administrators. Use neutral exit interviewers unconnected to the employee's chain of command. Combine structured surveys with open-ended video responses. Correlate exit data with engagement survey histories and performance metrics.
- Apply natural language processing to identify recurring themes in unstructured feedback. Use survival analysis to pinpoint tenure periods of highest risk. Conduct stay interview comparisons with matched current employees. Implement manager-specific turnover dashboards with peer benchmarking. Track improvement through predictive retention scoring.
- Establish strict escalation protocols with HRBP oversight. Use aggregate reporting thresholds that require multiple similar reports before alerting. Provide anonymized 360-degree feedback to managers through coaching sessions. Implement skip-level meeting protocols to validate systemic issues.
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