What are the most effective strategies for identifying employee turnover causes?

1 Conduct exit interviews

Conducting exit interviews with departing employees is a common and direct way to identify employee turnover causes. These structured conversations aim to gather feedback on the employee's experience, reasons for leaving, and suggestions for improvement. During an exit interview, you can uncover issues such as low engagement, poor management, lack of career development, unfair compensation, or workplace conflict. To ensure effective exit interviews, you should plan ahead and schedule them as soon as possible after the employee gives notice. Additionally, use a standardized and open-ended questionnaire that covers key areas of interest. Remain respectful, objective, and empathetic during the conversation and avoid arguing or defending the organization. Record and analyze the data to identify common themes and patterns. Finally, share the results and recommendations with relevant stakeholders and take action.

3 Survey current employees

Surveying current employees is a third way to identify employee turnover causes. Through surveys, you can assess the level of employee satisfaction, engagement, motivation, and loyalty in your organization, as well as the strengths and weaknesses of your culture, policies, practices, and leadership. To do this effectively, you should define your objectives and scope, choose a suitable survey method and tool, design and distribute questions that are clear, relevant, and unbiased. Additionally, you should encourage participation by communicating the purpose and benefits of the survey. After analyzing and interpreting the results, share the feedback and action plans with your employees and follow up on your progress.

4 Observe employee behavior

Observing employee behavior can be a fourth way to identify employee turnover causes, as it can help capture subtle and non-verbal cues that may not be revealed by other methods. To do so, you should define and document indicators and criteria of employee turnover risk, such as absenteeism, tardiness, productivity, quality, or attitude. Additionally, you should conduct regular and frequent observations while using a rating scale or checklist to record your findings. Comparing and contrasting your observations with other sources of information such as exit interviews, turnover data, or surveys is also important. Finally, it’s essential to provide feedback and coaching to your employees while addressing any issues or concerns that arise. It’s also important to recognize and reward your employees for their achievements and contributions.

5 Ask for referrals

Asking for referrals from current or former employees is a fifth way to identify employee turnover causes. Through referrals, you can gauge the level of employee satisfaction, advocacy, and retention in your organization. Additionally, referrals can help you attract and hire more talented and loyal employees who share your values and vision. To ask for referrals, you should create an attractive and clear employee referral program that outlines the benefits, incentives, and rules. Remind your employees to refer their contacts and networks, provide them with the necessary tools and resources to do so. Furthermore, track and measure the outcomes of your referral program and compare them with other sources of hiring. Acknowledge and reward your employees for their referrals, solicit feedback from them, and improve your referral program.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?