As an HR professional, you have surely heard many different reasons given by employees before they leave. Thanks to analytical methods, you can now effectively use the data to create measures to prevent the departure of other employees. The HR.BLR website explained why the analytical approach is better than "anecdotal feedback".
The problem is many organizations inconsistently evaluate employees’ feedback. Because the data is based only on individual employee experience, the resulting data is often distorted. If the HR department only acts on the basic of this unstructured data the risks are high.
On the other hand, the analytical approach takes into account the perception of the organization and seeks solutions systematically. It uses all the opinions given by employees to identify emerging trends. It can also predict if these trends are repeating and even in what department or area it most often occurs.
Based on this information you can decide if the employee left the organization because his inability to perform the work was the fault of the employee, or of a lack of training. Therefore, do not consider isolated data, but try to summarize the information . Search all the possible factors that may influence an emerging trend.
How can you use the analytical approach?
1. Focus on the possibilities of online feedback. Analytical data obtained from a survey is immediately available and easy to use.
2. Use both closed and open questions. They will help you get not only cumulative data, but also specific examples.
3. Follow average values. Smaller organizations with low turnover can use simple questionnaires . Larger companies may want to use a structured management system for exit interviews.
4. Set a precise methodology to gather and analyze data. Use benchmarking to determine which areas are above average and those below.
5. Make time for gathering and verifying data. If you do not use it, you will not make any process changes.
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