We are launching a research project to understand and share the reasons why people choose to leave an organization. So if you have left a company yourself within the past five years, please take a few minutes to fill out our questionnaire by clicking this link.
Developed by iOpener Iberia, the questionnaire is available in English, Spanish, Portuguese and Italian. Just use the drop-down menu in the top right to select your language.
Don’t worry: all answers are confidential and anonymous – all participants use the same link, and we don’t ask for any personal details.
With the data we collect we intend to produce a report which we will publish on this blog.
So please fill out the questionnaire yourself, and share with anyone else you know who has voluntarily left a job within the last five years: http://www.e-encuesta.com/answer?testId=5DmvC3oHROw=
Because many companies are fighting a war for talent as a consequence of the imbalances in the labor market. In this climate, firms need to adjust their traditional people management practices in order to attract and select the best candidates. And enable them to work at their best, sustaining that attraction over time.
To do so many employers have introduced “exit interviews” where they ask departing employees for their reasons to leave. The goal is to collect information to decide what it takes to craft (or maintain) a compelling “employment value proposition” (at least more compelling than their competitors in the talent market).
However, those interviews are often affected by the emotions of the moment, and the desire of departing employees not to damage their relation with their now former employers.
In fact, there is evidence that information generated through follow-up questionnaires and interviews conducted by external consultants tends to be more negative than data collected by company management, suggesting a distortion of data gathered via this last method (Hinrichs, 1975).
Thanks very much in advance for your co-operation.
Photo credit: Τάκης..Κ via VisualHunt.com / CC BY-NC