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EXIT SURVEY

 

Exit survey is one of the necessary compliances for you at the end of employee life cycle (ELC) if you want to check the predominant attrition rate across the industries.

Our Exit survey will help you to find most reliable and valid metrics, analytics, benchmarks, and best practices that help your organization make sense of and use the data towards proactive organizational retention programs.

Our exit survey has been developed to properly facilitate and streamline the employee separation process. Our Exit Surveys allows every survey to be completed via the web, make separation and retention trends easy to identify through analytics, and prepare after proper research on actionable data gleaned from the surveys and quantified more accurately to understand why employees are leaving the organization which can increase organizational effectiveness and productivity.

Our exit survey ensures you that the highest participation rates are achieved because we are using on-line exit interviews. The average participation rates for organizations using on-line exit interviews is 65% whereas the other paper-and-pencil exit interviews provide the lowest participation rates at approximately 30 – 35%.

Our Exit Surveys can be accessed and administered through our Exit Interview Management Systems which is a Web interface and it ensures you that your respondent have the advantage of having an exit survey which has a high reliability, flexibility, and privacy. The exit survey would also be accessible at the convenience of the respondent, anywhere where the respondent can find Internet access, and they would receive quick feedback.

Our method has a low administration cost, and data is entered automatically into our system. Statistics and reporting information can be accessed in real time.

Exit Surveys

Some of the reasons that employees choose not to complete exit surveys are:

  • The exit survey is too long
  • The exit survey questions are confusing or personally invasive
  • The employee doesn’t believe that it will be read or make a difference
  • The employee is afraid of repercussions
  • The employee is angry at the company
  • The employee procrastinates or forgets
  • The process is difficult or uncomfortable

We help you to make your Exit Survey questions simple and impartial.

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Our Model

The Model We follow Which Can Take Care Of Every Sphere

Job Related Factors:  There are many job related factors that may be responsible for an employee’s exit.  The employee may feel he may be de-growing in the organization for the probable reasons related to the job one is doing.

Pay and Benefits Factors: These are the factors that may be relevant of making exit by an employee which are related to pay and benefits. It might be absence of significant rise in salary, perks and salaries not comparable with the industry, irregular salaries, poor bonus and so on.

Organizational Factors: The organizational factors that may be behind an employee’s exit from a company may be organization at loss, unstable, undergoing too many changes, is into unethical practices and so on.

Supervisor: The employee may feel disgruntled with his supervisor and leave job, if one feels that the supervisor is putting undue pressure on his job or is giving undue favour to some of his colleagues and without any specific reason, the supervisor is behaving rashly. 

EXIT SURVEYS

Top Management: The reason behind an employee gets disillusioned with Top Management when one finds the management unethically punish a whistle blower or management becomes grossly ignorant of ground realities or the management is insensitive to employee issues and so on.

Departmental Factors: Departmental factors can also be a reason for an employee’s exit when one finds that the department lacks coordination, absolutely non cooperative and it is effecting own works.

Features Of Exit Surveys

Why we should be with you in retaining your talent

Own Model

Our Model for Exit Survey covers SIX important factors for exit which can be easily controlled .Our Employee Exit Survey questionnaire is Highly Relevant across all employees and Industries.

Highly Customizable

If by any chance, you feel there are some changes needed in our Exit Survey Model which can solve your purpose more, you have an option to contact us and we can design the questionnaire as per your requirement or you can put your own set of questions.

Cloud Based Platform

From Buying Credits, Creating Exit Survey, Inviting to take Survey, Evaluation and Reports – Our entire process is cloud based and you get a single powerful platform to conduct all type of Exit Survey and get reports.

Robust Analytics

Taking a Employee Exit Survey is not the end. It’s beginning of a better decision process. Our robust analytics module helps you make effective decisions. Simply make few clicks and know what you want to know and compare what you want to compare.

Scheduled Report

You get reports on regular intervals – A report at end of every Quarter and one consolidated annual report. Our report gives you a great platform to understand what steps you can take to manage your retention better.

Saves Time and Energy

Being online under single dashboard, automated system and paperless works – It ensure you save time and energy and it in return always increase productivity. See our benefits section. Needless to say, everyone is benefitted – The Participant, The HR, The Manager and The organization

Pocket Friendly

We know the meaning of ROI and hence we ensure our solutions are worth at all. Whether it’s a single test or multiple tests –  you will find our prices always match able with your needs.We ensure you get the best return on every penny you spend with us.

Innovative Features

Structure, Theory, Concept – they make a base. But, innovation is what makes going further. Our dashboard is added with new innovative features regularly.Simply subscribe with us and you will get news on our innovations and ideas on a regular basis.

Round The Clock Support

A dedicated resource team dedicated to you. We have round the clock support through our support portal and we ensure we complete all support within timeline. Be it Billing, Refund, Understanding Reports , Creating Surveys and so on….

Benefits Of Outsourcing Exit Surveys

Why Adfers Consultants Should Take Care Of Your Employee Exit Survey

The benefits of outsourcing your Exit Survey process are extensive, and include:

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Anonymity

Outsourcing provides absolute anonymity so that employees do not fear recognition or reprisal for providing their feedback. This boosts participation rates.

Candid Exit Survey Responses

The information that employees are likely unwilling to provide to the company directly.

High Completion Rates

Professional processes by clicking on the questions yield high completion rates and thus give you better information to work with.

Data Consistency

Outsourcing your exit survey services to a third-party ensures that Exit Survey data will be consistent across your organization, allowing you to cross-reference and compare data elements between various parts of your organization.

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Useful, Detailed, and Thorough Reports

The above benefits combine to produce easy-to-read reports that allow you to pinpoint areas.

Benefits Of Exit Survey

How Exit Survey can help Organization Retain Talent

For Employees:

  • Employees feel their voice is heard.
  • Employees have a scope of saying what they want to.
  • Employees feel the organization wants to improve by knowing why their people are leaving.

For HR :

  • Better Retention Decisions
  • Paperless work
  • Saves time being automated
  • Effective and Clear Retention activities
  • Better Productivity
  • Easy Employee Motivation

For Managers :

  • Clear Team Management Decisions and Strategies
  • Developing your talent to maximise its full potential and enhance business performance
  • Retaining your best people and realising their potential for as long as possible. 

For Organization:

  • Provides direct indications as to how to improve staff retention.
  • Prevention of future turnover by identifying and addressing weaknesses and concerns in a timely manner.
  • Reducing recruitment cost