“What are the top three reasons previous employees have provided when leaving your organization?”
The following is an excerpt from the Nation Best-Selling book: iQUIT – HOW THE WORLD OF WORK IS CHANGING FOREVER AND WHAT IT MEANS FOR YOU – Available today on Amazon.com
One of the most important things you want to know about any organization is how well they treat, care for, and respect their employees. Now, not every person is the right fit for every organization and the longer an organization exists, the more turnover you can expect. But too much turnover too fast can be a problem—for an organization’s percentage of employee retention is directly related to an organization’s growth and productivity. Happy employees typically stay longer, gain more experience and productivity in their jobs, and are a key sign that the company may be growing. The opposite is also true.
All of this is important because when people quit, they are not only leaving their job, but leaving the organization as well, and you need to find out why—and try to uncover any trends and common reasons why that could be red flags for your future employment there. For example, if you find that most people are leaving for reasons such as poor working conditions, poor leadership, inadequate pay, unhappy customers, high employee turnover, inadequate training, and shady business practices, start asking more questions about these potential red flags.
There are also additional sources beyond your interviews that can help you determine why people left larger organizations, including websites like Glassdoor. On this site, current and previous employees frequently share their experiences working for specific companies, and based on my own experience, the feedback, ratings, and reviews organizations receive from their employees on this site are pretty close to the mark. Glassdoor is a more professional version of another website called FuckedCompany.com, which served a similar purpose a few decades ago. Catchy name, eh?
Asking this question also indicates if the organization truly knows why people are leaving them and if they even care. Organizations who conduct exit interviews for each employee who leaves are smart, and commonly do so looking for many of the same problems and trends previously mentioned and try to learn from and help correct them moving forward. I have conducted similar interviews with top performers for decades now, whether the organization I am working with requires them or not. It is simply a good business practice, and based on my own experience, I don’t know how any organization can possibly innovate, grow, or improve their employee capital without it.
Question #1: Who would I be reporting to and how would you describe their management style?
Question #2: Why is this position now open?
Question #3: What was the growth rate of the business last year?
Question #4: What would people tell me are the top three benefits and top three challenges in this job?
Question #5: If I perform my job well, what are my potential career paths from here?
Question #6: Who is the leader of this business and how would people describe their leadership style?
Question #7: How would you describe the culture of this business and what do people like most about working here?
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