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What is one question you ask every employee who has announced they’re leaving your company?
There’s so many reasons for employees to move on: new relationships, new opportunities, difficulties with the job. One thing that I always want to know is what we can improve as a company. Once that employee has announced they are moving, they feel more comfortable being honest so they can really give us feedback. I ask for the good, the bad and the ugly — and then try to make improvements. — Marcela DeVivo, National Debt Relief
Firstly, I want to find out if it is something I can control. If it is something I cannot control, then I know there is nothing wrong with our company or culture; it is just what they wanted to do. For example, we have had two employees in the last month go on two different reality TV shows. In this instance, I knew this decision did not come from them having a negative experience with our company. — Jayna Cooke, EVENTup
It’s a small world, and just because someone is leaving your employment now doesn’t mean you won’t have the opportunity to work with them again, either as an employee or in another capacity. I encourage all former employees to keep in touch so that they continue to be a beneficial part of our network. — Alexandra Levit, Inspiration at Work
Their reaction and response to this question, with some careful reading between the lines, tends to get us much closer to an honest assessment for the reasons motivating an exit. Those genuinely seeking a career change or unique opportunity tend to be very positive. For those who may otherwise conceal deeper frustrations motivating an exit, it opens up the conversation by depersonalizing it a bit. — Jacob Goldman, 10up Inc.
When employees leave, I want to know if they felt they were given the appropriate tools and resources to do their jobs, and how often they felt that way. I want to eliminate any gaps between what I’m asking my team to do and how I’m helping them do it. — Simon Casuto, eLearning Mind
This allows the employee to give you information about why they are leaving without directly asking why they are leaving. It also gives them the option not to tell you if they aren’t comfortable. It’s a more personal approach then just thinking about the company and filling that position. — Phil Laboon, Eyeflow Internet Marketing
Thankfully, my company has experienced very little turnover throughout the years. However, when someone decides to leave, it is very important to find out if, at any point, they shared their concerns. Then, were these concerns addressed? I believe if your company promotes open communication, most concerns can be addressed prior to an employee making the decision to leave. — Matt Telmanik, CCS Construction Staffing
I like to ask them how I can help them, because it’s a small world, and it’s amazing how many people you cross paths with over and over again. Awesome people will keep becoming more awesome with time. They could leave for a variety of reasons, and sometimes we just weren’t the right fit. — Kevin Henrikson, Acompli (now Outlook iOS/Android @ Microsoft)
I ask for feedback (both positive and negative) about their overall experience working for my company. I have learned not to take it personally when someone leaves, as the modern economy is all about rapid change. But I do want to know if there were aspects of working for me that the employee didn’t like. I also want to know what they did like. This is a good opportunity to get honest feedback. — Shawn Porat, Fortune Cookie Advertising