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Let’s be real—exit interviews are often underrated, underutilized, and, let’s face it, awkward. As an HR leader, you’ve probably seen employees give vague, non-committal answers
February 6, 2025 No Comments
Let’s be real—exit interviews are often underrated, underutilized, and, let’s face it, awkward. As an HR leader, you’ve probably seen employees give vague, non-committal answers
As an HR leader, you’ve probably faced this dilemma: Do employees give better feedback when their names are attached, or do they hold back out
Imagine this: An employee submits their resignation, serves their notice period, and walks out the door. HR sends a quick offboarding survey. Click. Submit. Done.
Picture this: You spend months recruiting, onboarding, and training a new employee. They perform well, fit into the company culture, and just as they hit
“People don’t quit companies; they quit managers.” – You’ve heard this a hundred times. But have you ever wondered what else they’re quitting? Poor work
That’s the million-dollar question every HR leader faces. Do you invest in Exit Interviews to understand why employees leave, or should you prioritize Stay Interviews
