In a recent blog, Alissa Parr, Ph.D, a consultant for Select International, writes a simple guide on how to use exit interviews to fix turnover problems.
Editor's Note: This blog originally appeared on Select International's website.
One of the most common challenges I hear from clients is their "revolving door" problem. New employees come in as fast as they exit. New employees either leave voluntarily because they don't enjoy the work environment or job, or they leave involuntarily because they don't have the skills needed to perform successfully on the job.
Both situations are harmful to the company and its workforce. Turnover costs companies a lot of money. The money spent on recruiting and training new hires can add up to a significant amount. Additionally, turnover can have more covert, but just as harmful, negative effects on employee morale and workload.
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To learn more strategies your organization can implement to reduce turnover, download the whitepaper, Turnover: The Cost, the Causes and a Sustainable Solution, here.