I’ve read a lot of exit interviews. The top reason has always about Career Progression/Career Prospect. Especially among the young ones.
I can totally understand that. We spend so much time at work, of course we want to progress. With progress it comes with better money & benefits too (most of the time anyways).
And also a lot of times I realized, in order for someone to progress, they actually need help but they don’t necessary know how to ask for themselves. More training, more coaching, more assistance to help them to get where they want to be.
That is why we have this program – Employee Yearly Engagement. Well, to make it sound catchier, we call it the EYE2EYE program (seeing eye to eye with you, geddit, geddit?).
What happens is, we organize a private session with the employees and we will have a panel of 3 sitting in the sessions. 1 from the senior management, 1 leader from another department (as a neutral POV), and 1 HR to take notes & subsequently action. I know it’s intimidating 1 vs 3, so we do try to make the sessions as casual as possible. We also make it a point the boss cannot be there & information shared are kept confidential unless consent is granted to share.
The objective is to understand discretionary behaviours around the workplace conditions that drive engagement, eliciting employees’ best ideas & their genuine commitment to the success of their organization. In the sessions, many times there will be new ideas that come to light that make the company a better place to work in. We drive this engagement also in hope to lead to better retention.
Because honestly, if we want to wait till an exit interview to happen, it will be too late.
Happy weekend everybody. Friday is here just in time, Not too late, not too early.
Bimbo
