ORGANIZATIONAL SURVEYS
Conducting exit interviews is not new but exploring the details behind the decisions to leave help to retain your existing talent is critical to continued success. What could you as the employer have done to keep them? And how much money did it cost you to replace them? How much were your customer service levels impacted? What other losses in productivity do you experience?
MEASURING EMPLOYEE SATISFACTION, ENGAGEMENT AND through EXIT INTERVIEWS, THAT WILL REVEAL REASONS EMPLOYEES LEAVE
Keeping the pulse on your employees by conducting engagement and satisfaction interviews to learn what your employees really feel is important to understanding and for better management of your company. As an objective third party, employees feel comfortable sharing information with us that they would likely never share with their supervisors or human resources.
We collect and trend all data so that you can see where the opportunities to improve engagement exist.
Not all employees can be satisfied and will seek employment elsewhere. But asking them to share their experiences after they have left your organization reveals critical insight to the reasons they left—the real reasons and circumstances behind that decision.
Conducting exit interviews is not new, but exploring the details behind the decisions to leave their job will help to retain your talent. What could you as the employer have done to keep them? And how much money did it cost you to replace them? How much were your customer service levels impacted? What other losses in productivity do you experience?
Exploring these issues and many others makes you as the employer aware of situations that left unchecked may result in more than just turnover, internal turmoil, disengagement and also potentially expose employers to future litigation.
Executive INTERVIEWS
Too often, CEOs and other C -Suite executives lack the proper awareness regarding the responsibilities of lower level executives to effectively delegate and hold them responsible. Capture will provide you with a candid, comprehensive evaluation of senior executives and management staff. These interviews may be anonymous, but some identifying information must be included to address issues in that respective area of the organization.
The interview process can be handled as confidential or anonymous. Whichever you decide, it will be disclosed at the beginning of the interview. Researchers with senior level experience will conduct these interviews via telephone executives in a confidential and relaxed environment your executive chooses.
Capture’s researchers’ are trained to acquire information that provides you with a detailed understanding of the work environment your executives or client-facing employees experience on a day-to-day basis.
Sometimes over the course of our interviews, we need to escalate certain comments or responses, if severe, and report the information directly to the client liaison, the diversity, equity and inclusion team or the compliance officer for immediate attention or needed action. Every effort to gain details including the where and when the incident(s) occurred as we collect this vital information.