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Let’s start by addressing the elephant in the (interview) room: Most exit interviews are missed opportunities disguised as process compliance. They’re obligatory. Many organizations conduct them because they’re “supposed to,” file away the responses, and move on without extracting the strategic value sitting right in front of them.
But what if exit interviews became a cornerstone of your retention strategy? What if these conversations could reveal the organizational shortcomings that drive talent away, and provide a roadmap for keeping your best people engaged?
The insights are there, waiting in the minds of departing employees who’ve experienced your workplace firsthand and can finally share genuine, honest feedback without concern for career implications.
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Exit interviews can have different benefits for various parties throughout the business, but we’ll focus on two key players: the HR leader and the manager.
HR leaders
Think of exit interviews not as damage control but as intelligence gathering.
HR TECH MARKETPLACE
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