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A common sense and cost effective way to hear from your employees and refine your HR programs with the goal of improving performance, retention and employee morale. Learn more.


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Case Studies
ExitCheck in Action.

 
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Identifying areas for action through an exit interview can prove to be invaluable information. Below are real examples of the information ExitCheck's Human Resource Interviewers are able to elicit during an exit interview.




ExitCheck in Action Case Study #1:  Identifying Negative Management



Company ABC had implemented ExitCheck’s Exit Interview service, and had been investing in the feedback of departing employees for several quarters. Following the end of a quarter, the director of HR reviewed the results and noticed a negative trend in statistics surrounding a specific location’s management.

Utilizing ExitCheck’s reporting package, Company ABC was able to review the verbatim comments for the questions regarding management, and quickly noticed the frequency a manager named John Smith was referred to in a negative manner:

“John Smith had no people skills whatsoever. He intimidated employees. He was a really mean guy.”

“The manager [John Smith] was not an open person. You couldn’t even have a conversation with him. Even when he gave us a performance review, he would basically demonstrate that we were replaceable anytime.”

“John Smith’s management style was authoritative in a negative way. He didn’t know anything but acted like he knew everything. When our computer system went down, he left because he didn’t know how to fix it. He should have stayed and tried to help.”

“I worked with one of the manager’s sons and he was struggling trying to afford his car payments. All of a sudden the manager [John Smith] started trying to get rid of me. I overheard his son saying that his Dad was going to get him more hours once some employees were gone. I don’t think that was ethical at all.”

Comments from employees indicated that John Smith was condescending, disrespectful to his employees, and abusive with his power.

The HR director of ABC Company had been attending a meeting not far from the location that John Smith was employed. He decided to meet with the management group at the location to discuss the findings of the exit interview initiative. Prior to beginning the meeting, and being introduced to each of the managers, the director turned to a colleague, pointed to a manager across the room, and inquired “Is that John Smith?”

From the detail provided in the verbatim comments ExitCheck captured, the director was able to identify John Smith’s by his attitude, lack of professionalism, and disregard for valued employees.