Leadership Management Training Programs / Talent Management

Description:

The Exit Interviewing Service provides continuous tracking of the root causes of unwanted attrition at your company, to reveal attrition trends and the reasons behind them, and to help direct organizational efforts to increase employee commitment. The Exit Interviewing Service has three primary components as well as an optional Re-Recruiting Protocol:

1. On-line Exit Interview:
As part of your organization's exit process, departing employees complete this on-line survey anywhere from three to nine months following their departure. This standardized interview collects valuable data about employee demographics, job conditions and organizational systems, the departing employee's manager, your organization's culture, and the new employer. LSA can customize the standard interview content to meet your unique organizational requirements.

2. Data Collection & Compilation:
Data collection is managed by the LSA service bureau. Depending on the level of detail needed to meet your diagnostic needs, LSA can compile your data by division/ department, level of responsibility, length of tenure, and/or other demographic specifications most relevant to your retention goals.

3. Retention Reports:
The LSA service bureau generates reports whenever you need them -- monthly, quarterly, annually, or as required. Reports include:

• a summary of the most critical retention factors impacting your organization
• survey results organized by retention factor, with overall and item-level results for each factor
• the top reasons why departed employees have left your organization
• new employer data
• analysis and recommendations from our Senior
• Retention Consultants on changes or enhancements to existing organizational systems or management practices

Re-Recruiting Protocol:
An increasing number of employees who have voluntarily terminated their employment are discovering that the grass isn't always greener on the other side. The Re-recruiting Protocol allows you to augment your existing recruiting efforts by targeting these potential "boomerangers" for re-recruitment into your organization.

Linked to the on-line exit interview, the Re-recruiting Protocol asks former employees if they are interested in returning to your company. If they are interested, the on-line re-recruiting process collects relevant data on the former employee's work history and current contact information; asks the former employee specific questions on their skill set and their interest in specific positions or career paths; and identifies what it would take for them to return to the organization.