EMPLOYEE TURNOVER REDUCTION TOPICS:

When good talent leaves, companies incur significant replacement costs in recruiting, selecting, and training replacements, in addition to lost opportunity costs by having key positions vacant.

Some turnover can't be helped, such as when an employee gets an offer from another company that your company can't match, or if the employee moves from the area due to family or other personal reasons. It's the turnover of good talent that can be prevented that companies seek to address.

When a good employee leaves because they're dissatisfied with their job, they often don't feel comfortable candidly telling you the real reasons. And if you don't know the real reasons, it's hard to correct them. To meed the need, Chally developed a service to act as a third party that calls the former employees, asks them key questions, and accumulates the statistical data for the customer, identifying both short term fixes as well as long term trends. That service is called the Exit Interview.

Objectives

• Consistently capture statistically sound and relevant information from departing employees
• Develop a quantitative and qualitative database that will provide the information needed to identify the predictive trends that cause undesirable turnover
• Provide a process for addressing issues that require immediate action
• Develop and implement with greater confidence initiatives designed to reduce undesirable turnover

• Third-party telephone interviews capture more quantitative and qualitative information
• 55-60% interview completion rate
• A highly competent TeleResearch team that is experienced in conducting telephone interviews
• Know how to “peel back the onion”
• Interviews scheduled during non-business hours 
• Conduct over 5,000 customer and employee interviews annually
• Proven experience in delivering cost-effective programs with high ROI

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