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.
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.
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
Execute Strategic Exit Interviews
Call between Departing Employee and a senior qualitative researcher from Bricoleur.
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.
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.
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