Why Do Good Employees Leave?

When an employee leaves there are indirect costs in relation to the time and effort that is required to replace any employee as direct recruitment and advertising costs, there are also less tangible cost associated to losing knowledge and experience that is specific to an organization; Prevention is the best cure against the problem of losing good employees.

It is a fact of life that employees will leave from time to time but it is useful for an employer to understand the reasons for an employee to leave so that they can be sure that personnel are leaving for reasons that are right and not reasons that are wrong and avoidable.

Concerns of employees can be identified early by the regular use of well designed job satisfaction surveys, allowing for problems to be resolved and helping to minimize needless loss of staff. However some problems, for example those that are the result of a clash of personalities, do not always come to light until it is too late.

A lack of career development and/or poor management are two common reasons for employee dissatisfaction that can often result in personnel deciding to change jobs. Both of these problems can be difficult to identify even for organizations that adopt regular 360-degree appraisals (i.e. where as part of the overall appraisal process, employees may be asked to evaluate their managers).

Some employees while still employed may be reluctant to criticize their line managers for fear of reprisal; however they can be more candid when completing an employee exit survey.

It is unlikely that an Exit survey will prevent any individuals from leaving but it will help identify problems that could, if left unchecked, could result in poor staff moral for the remaining staff and worse case scenario, more resignations.

Lack of Career Development

Not all employers can offer, and nor do all employees desire, a clear and long term career path. There are just as many people that find comfort and security in doing one job well as there are people that need to feel that they are continual being challenged, learning new skills and moving onwards and upwards with respect to the corporate ladder. A successful organization will maintain the balance of having high flyers and more modest and humble employees.

Where losses due to a lack of career development are occasional they may also be inevitable, but where they are frequent, then changes to the organizational structure might need to be considered to allow for greater career development of the employees.

Poor Management

Many a manager has achieved their managerial position through hard work and a deserved promotion, but a good worker does not always make a good manager and many are awarded a management position without any management training.

Managers who perform poorly can be quick to discredit the views of disgruntled staff, ‘I am glad they went it saved me getting rid of them’ and ‘they were useless anyway’ may prove to be common responses to those managers being asked if there are any problems that might be causing people to leave the organization.

It is proper and natural for senior management to support their line managers by giving them the benefit of any doubt, after all a good managers can always be slighted by poor employees. But by conducting exit surveys, if a man-management problem were to be identified early there is a good chance that it can be addressed and resolved with the appropriate formal training and guidance.

Records

It is not that unusual for a person to leave an employer and put in a claim for constructive dismissal at a later date. With ‘No win no fee’ legal representation this has become a real problem for even good employers. At best Exit surveys will provide an organization with a valuable record of the employee’s reasons for leaving, and at worse, provide advanced warning that a possible claim for unfair dismissal might be expected.

Unless it is on record a tribunal will not necessarily accept an employer’s word that when an employee left they did so without indicating any grievance.

Timing of the exit survey

Exit surveys can be conducted as part of the termination procedures or they can be delayed for a few months if the employee is in agreement.

There can be an advantage in delaying an exit survey for a few months in that a former employee may be less emotional and more honest with their views and may be in a position to compare their previous role with their new role.

Conducting an exit survey as part of the termination procedure has the advantage that although the leaving employee may be emotional their views may be more reflective of their true state of mind and therefore closer to the real reasons they have decided to leave. If the exit survey is delayed then any comparison between the ex-employee’s past and present role may be the result of them putting on a brave face or just biased because of them having a new and fresh role, and if the reasons they left be ones that require action, then the delay may hamper the problem from being resolved.

Summary

By including exit surveys as part of the employee termination procedures organizations will generally benefit in multiple ways. They will at the very least provide good records that could prove very valuable later, at best they will provide management with information that can help improve an organization spiritually and with the bottom line.

See the following survey for sample exit interview questions.

B2B Supply Chain Efficiency

Companies that are part of the supply chain such as manufacturers and wholesalers can often benefit enormously by conducting their own b2b customer satisfaction survey.

Improving the relationship between wholesalers and their suppliers and also between wholesalers and retailers brings potential benefits that will help improve the product in terms of:

• Quality, range and design
• Delivery method, speed
• Communication, method and level of service
• Payment, quality of documentation and settlement time
• Prices, wholesale and retail price

A manufacturer can improve the relationship that they have with their wholesalers to the extent that the wholesalers would need to think long and hard before they switched to a rival supplier. For example by improving the communication and being proactive in automating much of the paperwork a manufacturer can add value to the entire product range and that may be just enough to encourage a wholesaler to invest time in resolving any potential problem as opposed to making it easy for them to dictate terms by threatening to switch to a rival supplier. By adding value to the relationship the product moves away from just becoming a commodity item that any Tom, Dick and Harry can supply.

Wholesalers are often doing themselves a disservice if they only focus on price and do not adequately value the many benefits of working with a professional and well organised supplier, a supplier that will deliver on time, will supply products that meet strict the agreed quality and that have invoice and delivery documentation that is clear and accurate.

By conducting customer satisfaction surveys aimed not at the end user but at those involved in the supply chain there are many rewards to be had. Streamlining the business processes between any two organizations will ensure that costs for all parties are kept to a minimum and that the requirements of both parties are acknowledged and taken into consideration.

It is in the interest of manufacturers to establish long term contracts as that will provide them with the security that is necessary for them to plan and reinvest, confident that their customers value the benefits that long term relationships can bring. Most wholesalers would be able to benefit from a just in time supply model where they reduce the cost associated with holding large volumes of stock on site but to achieve this they need to work with their suppliers to improve the whole fulfilment process.

The starting point for such an exercise is an exchange of information that can be obtained easily by utilising online customer satisfaction survey software that is now widely available and that makes the whole intelligence gathering process quick, easy and cost effective.

Tips to Writing Effective Surveys

How to create a survey using Survey Galaxy

Designing surveys is considered easy; but is it? The reality is that writing surveys is easy but writing surveys that will be effective is a little bit more difficult. The following are twenty tips that if followed will help you with your survey questionnaire design and help you write effective surveys.

1. What is the purpose of the survey?

There are many reasons for conducting questionnaires. By phrasing the questions and structuring the answers surveys can be used in a multitude of ways and for a variety of reasons. When compiling a survey don’t lose sight of its purpose.

2. Title the survey

The title of the survey is an opportunity to instantly summarise a survey’s objective and encourage respondents to participate. Respondents need to invest time in completing the survey so encourage them that the investment they make will be worthwhile.

3. Keep the survey as short as possible

Every question that is asked should be asked for a reason. Minimize asking questions that will provide you with ‘nice to know’ information and concentrate instead on ‘need to know’ questions.

4. Use plain English, avoid jargon and acronyms, maintain consistency and don’t ask questions that may result in ambiguous answers

Care must be taken in wording a question. If a question can be interpreted in more ways than one then there is a risk that any analysis of the survey results will be worthless or at the very least misleading.

5. Don’t have long questions

Try to use short sentences wherever possible. Long questions can cause a respondent discomfort and lead to them abandoning the survey.

6. Ask only one question at a time

Avoid confusing the respondent with a question like ‘Do you like athletics and tennis?’

7. Don’t influence the answer

Do not load the question. ‘Should irresponsible shop keepers who sell alcohol to children be prosecuted?’ is unlikely to have any value.

8. Ensure that the selected answer format allows the respondent to answer the question being asked

Ensure that the respondent is able to answer how they really feel or they may abandon the survey. As a last resort consider the benefit of including a “Can’t say”, “Don’t know” or similar response option.

9. At the same time that you compile the survey consider, when the survey is complete, how the compiled data is going be analysed

Appreciate that questions that allow for a free text open ended response, such as when asking the respondent for their comments, is likely to be difficult to score and/or summarised. Consider grouping answers. For example “How long have you worked here?” – ‘less than 1 year’, ‘between 1 and 6 years’ and ‘more than 6′.

10. Try and ensure that the questionnaire flows

Group questions into clear categories as this will make it easier for the participants completing the survey.

11. Target your respondents carefully

You may want to target a specific group, in others a cross section. If you can’t easily control the respondents consider including questions/answers that will allow you to filter out respondents who don’t fit your target profile.

12. Allow respondents to expand on their answers and/or make comments

By allowing respondents to make additional comments you will increase their satisfaction level and the comments will also give valuable feedback on the specific questions and/or the survey as a whole. Keep in mind though that for a large sample collection it may be difficult to analyze free text open ended responses.

13. If you are conducting a confidential survey ensure that your pledge for confidentiality is honoured

If you have assured the respondents that the survey is confidential ensure that the individual data is not to be shared with anyone and the information is not going to be used for any other purpose. Confidentiality must be maintained and any contact information deleted after the survey is complete.

14. Consider the advantages and disadvantages of allowing respondents to be anonymous or identifiable

If your respondents are to be anonymous then appreciate that you will be unable to follow up or match “pre” or “post” surveys. Allowing people to remain anonymous will however allow people to respond without possible peer pressure.

15. Carefully consider what the best response format will be

It is good practice to maintain a consistency in the format used for responses. When creating your survey keep in mind that when analysing the data single selection radio buttons are easier to analyse than multiple selection check boxes. If a radio response can be used do not use a check box.

16. Inform the respondent as to how much time the survey will take to complete

If the survey appears to be a stream of never ending questions then respondent drop can increase. It is good practice to give an indication as to how long the survey is likely to take so that the participants can determine the best time to complete the survey.

17. Inform respondents of the survey end date

Try and encourage your invited respondents to complete the survey as soon as possible but advise the respondents of the survey’s end date so that they have the opportunity to schedule the necessary time.

18. Trial the survey

Before publishing a live survey publish the survey as a trial to check for questions that are ambiguous or confusing and to ensure that the survey is aesthetically pleasing.

19. Before publishing the survey proof read the survey several times

Check more than once that the survey is grammatically correct and makes sense. If possible get someone else to proof read the survey before you publish, if no one else is available then take a break before checking again.

20. Say ‘Thank You’

To complete surveys respondents have to devote their time and should be thanked either in a covering letter, at the end of completing the survey or in a follow up letter. You may even want to consider an incentive such as a reward or entry into a prize draw.

To get started there are numerous survey software websites to choose from.