Joiner & Leaver Surveys
It's widely reported (and supported by Digital Opinion's own research) that engagement is highest among new joiners. That's not surprising. Most companies put considerable effort and resources into attracting new talent. The advertising, assessment and induction processes are all designed to show the company in its best light and create in the new recruit a sense of optimism and expectation.
However, for most employees the level of engagement falls off quickly following the induction period and research suggests that as many as 20% of new joiners leave their new employer within the first six months. The cost can be considerable.
We can help you to avoid that. Through our joiners surveys we can provide you with real insight into what attracted people to you in the first place and what their expectations are - of their job and the company.
And we can use that information in performance reviews, appraisals and surveys to monitor how you're living up to those expectations and identify issues and concerns before they turn into frustration and disaffection.
A certain level of staff turnover is normal and even beneficial. It can provide opportunities to promote high performers and bring in "fresh blood". However, when it's too high the costs can be considerable: direct costs involved in recruiting replacements, and indirect costs related to administrative and management tasks. In many cases the greatest costs are those related to reduced efficiency and the skills and knowledge lost to competitors.
Most organisations recognise this and conduct exit interviews as a means of understanding why people leave. However, research suggests that leavers seldom divulge the real reasons in those interviews. As a result, the value of exit interviews is often limited. For that reason an increasing number of companies are exploring alternative approaches to understanding why people leave.
Leavers surveys are an effective way of gathering useful insight. Our Leavers surveys are tailor-made to match your particular circumstances and needs. They separate out the critical pull and push factors behind the decision to leave, and identify the key drivers of staff turnover.
Another less common but potentially more powerful approach is to compare engagement survey data with leavers' data. That can take you beyond the reasons behind the decision to leave to an understanding of the journey that led to that decision. It can enable you to profile leavers, predict staff turnover and retain key people.
Brands we've helped
Read the latest articles, reports and research papers on employee engagement. At Digital Opinion we're committed to providing our readers with a rich source of engagement information to support their goals.