Many people accept job offers with ambitions to get ahead and develop their career prospects. Asking about staff training and opportunities enables HR teams to learn more about how employees rate the company’s training programs and identify areas for improvement. If employees feel that they didn’t get the opportunities they were looking for, the company may decide to invest more time and money in training and career progression.
Questions about work-life balance enable employers to learn more about how employees view their workloads and working hours and determine whether they could make changes or introduce policies to improve the balance. A survey conducted by Deloitte revealed that 77% of US employees have experienced signs of burnout at their current job ( source ).
This question provides opportunities for outgoing employees to highlight positive points and outline company strengths. Employers can learn more about what makes the business an attractive proposition for employees and build on strengths to improve staff retention rates and outshine competitors when trying to attract top talent.
This is an important question, which encourages departing employees to be honest and open about the reasons why they’re leaving and share their thoughts about issues or problems that may prompt others to consider following in their footsteps. It’s beneficial for employers to recognize their weaknesses as well as their strengths. Rectifying problems and identifying solutions could help to reduce the risk of losing other employees and create more pleasant working environments and experiences.
This question provides valuable information about how employees perceive the company culture and workplace environment. Employees may have a very different view from employers.
Asking employees what the company could have done to keep them is an effective way to pinpoint areas for improvement and make changes that will reduce employee turnover rates in the future.
Addressing unfair or ineffective policies and procedures that may increase the risk of employees leaving the company can help to boost satisfaction rates and well-being while also increasing employee retention rates.
Employee burnout is an increasingly important topic of conversation among employers, employees and HR professionals. Burnout can impact physical and mental health, workplace culture, productivity and attendance rates and absenteeism. If employees feel that they were not able to take breaks, this should prompt employers to review current practices and make changes.
Interpersonal conflicts and disputes with managers or colleagues can offer a valuable insight into relationships between individuals and shed light on underlying issues, which could be impacting employee satisfaction and well-being and reducing retention rates.
Making employees feel valued and appreciated can help to create a positive working environment and encourage engagement, commitment and loyalty. Over 60% of employees admit to working harder if their efforts are valued by management ( source ).
Unfair workload distribution can put employees at risk of stress, anxiety and burnout and it may also lead to conflict and resentment among teams. If some employees feel like they are overworked constantly while others have a much lighter workload, this could impact their health and well-being, their performance and productivity and their desire to stay at the company.