Exit surveys are essentially conducted to give a framework and comprehend the factors that reinforce a person to exit a company. As a matter of fact, while a person may face strong drivers, pushing him to leave a company, there may also be equally strong pull factors towards other company, team, culture or role. Some ‘push’ factors are limited career prospects, unsatisfactory salary package, job related concerns or unsatisfactory association with manager or peers. Major pull factors are better career opportunities, stronger culture, less travel, better salary package and greater variety in job.
Exit surveys are specifically designed to assist companies make out root causes of employee turnover and introduce effective strategies to improve retention. That means not only identifying why good employees are leaving the company, but pinpointing methods to keep them away from leaving. By having an in-depth understanding of pull and push factors, the companies can easily tap into several perceptions, employment and attitudes concerns that add to turnover.
Make use of multiple methods for data collection, such as telephonic interviews or confidential survey. This will surely improve the value of data collected through exit surveys. Many websites offer exit survey templates that you can customize easily as per your company’s requirements.
Now,
exit surveys can be used not only within a company, but also on websites to know why the visitors left your website. While most of the people coming to your site will leave without telling why they actually left, a sensible proportion sometimes may be encouraged to do so, particularly if you promise to give them bonus or special offers for their opinions. However, the idea of offering bonus is not very helpful as persons will sometime tell you about anything to get bonus.
Exit surveys can help you reduce the overall ‘bounce rate’ of your website.