Strategic Exit Interview

Strategic Exit Interview

Exit interviews that go much deeper. At Bricoleur we are trained researchers and deploy different research approaches to mine insights and look for patterns. To get real insight, using an objective third party like Bricoleur deploying a qualitative research lens can help make a regular exit interview a strategic opportunity for an organisation.

Qualitative research can help unearth what people are really thinking and feeling rather than just what they might be saying; exit interviews when deployed strategically can go beyond the rational responses that you see in exit interviews, and surveys and help you tap into the underlying feelings and perceptions. 

Departing employees do not wish to burn bridges or say something that might cause angst given that they have already decided to leave the organisation. They may also be concerned about reference checking. Deploying a research approach to unearth the real story through creative approaches can help an organisation understand what’s really behind a person’s departure and perhaps also assess if retention is still possible.

Deploying Exit Interviews strategically and with care can signal to employees that their views matter.  Departing employees may also feel valued  and more inclined to leave with a more positive outlook on the company, potentially turning them into corporate ambassadors for years to come.

When delving deeper, and after a few interviews, it might also be possible to identify patterns and causality, leading to the possibility of better understanding and change for the organisation. 

Bricoleur Lifetime EX ModelTM

We live in a world where there is a mismatch between the talent available and the specialist talent needed for various functions; welcoming back past employees in specialist functions should be a part of the overall talent strategy today. Returning or boomerang talent is able to contribute faster than new employees and has returned enriched from experiences at other companies.To illustrate the example of talent scarcity and mismatch, AI development is a classic example where pre-pandemic, there were only about 350,000 people to choose from with the relevant skillset, across the world. Even now with the boom in generative AI the jobs to be filled far outstrip the talent available. 

Exit interviews are a great way to understand and capture a departing employee’s frame-of-mind in order to assess if retention is possible or to maintain understanding in order to customise an offer when attempting to potentially re-hire the employee in the future.

We live in a world where there is a mismatch between the talent available and the specialist talent needed for various functions; welcoming back past employees in specialist functions should be a part of the overall talent strategy today. Returning or boomerang talent is able to contribute faster than new employees and has returned enriched from experiences at other companies.To illustrate the example of talent scarcity and mismatch, AI development is a classic example where pre-pandemic, there were only about 350,000 people to choose from with the relevant skillset, across the world. Even now with the boom in generative AI the jobs to be filled far outstrip the talent available. 

Exit interviews are a great way to understand and capture a departing employee’s frame-of-mind in order to assess if retention is possible or to maintain understanding in order to customise an offer when attempting to potentially re-hire the employee in the future.

Exit interviews, stay interviews, cultural analysis, connecting the dots from people analytics and qualitative research to tap into actionable, hybrid insights is a great way to develop an evidence based approach to organisation development and transformation. Bricoleur’s various research approaches can add real insights that move the needle on your people and business agenda.

 To prevent exit interviews, boost retention and engagement through retention conversations. 

Testimonials

We engaged Bricoleur to conduct a comprehensive interview with our 2nd line executives to understand their motivations to unleash their potential and get their feedback on our company’s growth trajectory since our inception 4 years ago. We wanted to understand their perspectives on our strengths, weaknesses, opportunities and threats, as well as their suggestions for improvement and innovation.
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Start-up with $10mln USD+ Revenue
Founder and Executive Director
I have worked with Bricoleur Consulting for the past 4 years and we have developed a very strong working relationship with them. They have helped us hire for senior and specialist roles across markets like Singapore and Japan. They have a very insightful approach of understanding the culture of the organization and finding talent in sync with the client’s culture.
Top 5 Media Company
HR Head, Asia
Working with Bricoleur Consulting has been nothing but delightful. 'D' is a stand-out specialist recruiter in a company which itself stands out from other agencies for the quality of service and personal touch they offer. She is a fantastic listener who always takes her own clients need into account in order to provide a satisfactory and sustainable placement. Most importantly 'D' is always happy to get feedback and fine-tunes the pool of relevant candidates accordingly producing efficient and faster hiring process with minimal time waste.We have had multiple hiring through Bricoleur with nothing but success.
Top 5 Global Ecommerce Companies
Head of Product and Technology, Southeast Asia,
I have worked with 'A' in varying capacities, as a colleague in Unilever marketing and on an important Diversity & Inclusion project. 'A' has a great capacity for listening well and understanding nuanced and complex insights. She thinks out of the box, is visionary and has the ability to come up with pathbreaking ideas. 'A' is a highly personable, bright and interesting person and a pleasure to work with.
Fortune 500 company
Global Diversity and Inclusion Director

How it Works?

Step 1

Understand Organisational Context

Book an obligation-free appointment with Bricoleur to find out more about our Strategic Exit Interviews (or other research services) and share the organisational context

Step 2

Execute Strategic Exit Interviews

Call between Departing Employee and a senior qualitative researcher from Bricoleur.

Step 3

Analysis of Findings

Individual report shared within one week of the interview after deeper analysis. Complimentary report with deeper analysis and recommendations  for the organisation after the execution of eight plus exit interviews will also be provided. More details around the report can be shared on the initial introductory call.

Step 4

Detailed Analysis

Report submitted with deeper analysis of eight plus exit interviews delving deeper to identify areas within the organisation that could be instigating exits. The report would include recommendations and would be shared with the key stakeholders involved to discuss next steps. This could be followed up with a workshop to  co-create solutions or extension of the process for other departing team members.