Employee Retention Surveys
Keep your top talent
Turnover costs organizations billions of dollars every year.
In a recent Gallup survey, companies with a highly engaged workforce are 21% more profitable and 17% more productive than those with disengaged peers.
What if you had the ability to better understand how employees feel about your organization and why they leave?
- Retain top talent to build a more engaged workforce.
- Use statistical analysis to determine how attrition may be linked to certain roles, teams, or demographic groups.
- Close the loop with dissatisfied employees so they don’t end up as detractors of your company.
- Improve employee morale and engagement levels.
- Understand why employees are leaving and how they’ll speak about your organization once they’re gone.
Exit Interviews and Employee Engagement Surveys are two solutions that work together to help uncover root causes of disengagement, detractors, and turnover.
Are you "in the know" about how your employees truly feel about your organization as a place to work?
Our independent third-party surveys provide a safe, anonymous space for your employees to share their thoughts, providing you with honest and actionable feedback.
Employee Engagement Surveys
When employees are truly engaged, they can tolerate frustrations, limited periods of lower work satisfaction and remain highly committed. An engaged employee is more productive, committed, and conscientious. However, when an employee is disengaged, they may check out completely and do more harm to your team than you realize.
While Talent is innate and static, Engagement is a dynamic.
Whether a team, market, or organization has high or low engagement, steps must be taken to sustain or build engagement over time.
Good or bad, it is critical to give your employees a voice, establish benchmarks, and strive to build a great place to work.
Engagement is more than “employee satisfaction.” It involves a deeper sense of commitment to work, team and company.
Why Administer Employee Engagement Surveys?
- To identify, measure, and prioritize what has the greatest influence on your Employee’s Engagement
- To focus your efforts and resources on the areas that have the greatest impact on ROI.
- To comply with ESG (Environmental, Social & Governance) standards.
- Compliance requires an eNPS score on “How likely are you to recommend your company as a place to work?” AND the survey MUST be conducted by an INDEPENDENT THIRD PARTY PROVIDER.
- To communicate to your employee population that they have been heard and you are taking ACTION based on their responses.
About eNPS
Employee Net Promoter Score (eNPS) is a powerful tool that helps companies measure and improve employee satisfaction and engagement.
It is a simple yet effective metric that allows companies to assess how likely their employees are to recommend their organization as a great place to work.
Employee net promoter score can range from -100 to 100. eNPS scores between 10 and 30 are considered ‘good,’ while those between 50 and 70 are considered excellent. Above 80 eNPS score is likely in the top percentages in almost any industry. Anything above 0 is deemed an acceptable score, which means an equal split between Promoters and Detractors.
Employee Engagement Surveys are most effective when conducted by a third party.
It is imperative to create an atmosphere of anonymity and safety so employees can comfortably be open and honest in their survey responses.
SelectionLink provides detailed analytics through our world class Oracle based Software to help you identify action plans for improving engagement across your organization.
Knowledge is power. Power that can be used to make your company a better place to work. SelectionLink can give you this knowledge with our Exit Interview and Employee Engagement Survey services.
Exit Interviews
When employees depart, you have the golden opportunity to receive honest feedback about your organization and what it is like to work there. We can gather the data you need to improve employee retention.
The three most common objectives organizations seek from Exit Interviews are:
➢ Identify why talented employees are leaving.
➢ Develop measurable action plans based on the research results.
➢ Re-recruit individuals who have a positive rehire status.
Exit Surveys are NOT one size fits all. SelectionLink will meet with key Stakeholders to learn your culture, critical job roles, KPI’s, and overall objectives.
During implementation, SelectionLink will gather the contact information from those employees who have left your organization on GOOD TERMS.
Our team will then make multiple attempts to contact these individuals to gather the survey data. The data can be collected through multiple outlets, including, direct emails with a weblink to the exit survey. Our professional Staff members can also conduct direct phone calls which increases the overall RESPONSE RATE of your Exit Interviews.
Enjoy state of the art reporting with segmented measurement, improvement opportunities, specific feedback, and action calls.
Finally, do you have a list of ALLSTARS who you would love to come back to work for your organization? If so, our Recruiters can ask these ALLSTARS if they would consider returning to work for your organization.
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Discover today what our strength-based solutions can do for your company.