yXit
yXit is our proprietary exit interviewing, reporting and analytics engine that provides the most granular reasons for leaving as stated by employees in the strictest confidence. It also simultaneously captures both positive and negative feedback from exiting employees.
The reasons for an employee to think of leaving are more important than the stated reason in the letter of resignation. The key to uncovering this is an honest and frank discussion with the employee. Any interference in uncovering the truth is a hindrance to improving attrition control measures.
The yXit Technology Platform is an application that learns to build itself to the next version. It is built specifically to address the data capture, collation and reporting needs for attrition diagnostics. The yXit technology platform manages data input, processing and output for static and dynamic data obtained from the clients and the exit interviews and produces the necessary AceReports required by our analysts and clients. Internally for us, the yXit platform is a powerful tool with inbuilt quality functionality to manage interview schedules, input data, process and output data in an accurate and timely manner.
This is probably your current Exit process
Just one reason captured: Better prospects, higher salary, relocation, marriage and higher education are the most common reasons stated. Usually there is only one reason captured for an individual. These are very high level reasons and do not help in deeper understanding of the cause.
Inconsistencies: Inconsistencies are common across business units, locations, grades of employees, interviewers, time and duration of exit interviews, data capture methods, reporting, analysis and in the use of this information as an input to building control measures.
Use of Web tools: There is a common belief among companies that web or intranet enabled employee separation tools and reports provide adequate understanding of the reasons for leaving and analysis. Talking to the employees is the still the single most important method to understand the reasons for leaving. Asking employees to check boxes in a web tool does not substitute the need for an open and honest discussion.
Form driven interview: In cases where employees do have an in person or telephonic interviews, the conversation usually is driven by the form in front of the interviewer and not by the relevance and context of the points raised by the employee. Employees typically provide responses that help end the interview quickly rather than uncovering the truth.
Employee and Interviewer bias: The influence of bias on the output of the interviews is very strong. Typically the interviewer is looking for windows of opportunities for retention than focusing on the details being discussed. The employee on the other hand is looking for a quick meeting and is focusing on providing responses which do not prolong the discussion. Both these biases take the case away from uncovering the truth.
Quality of interview discussions: Interviews are often conducted by team members who lack training in counselling/interviewing skills.
Reporting and Analysis: Lack of in-depth analysis and reporting is often encountered usually as a result of poor quality and consistencies in data capture. The usefulness of analysis and reports are suspect because of the inability to build specific, immediate and long term attrition control plans.
Feedback: High quality actionable feedback is usually not taken or not used in building control measures.
This is how your Exit process should ideally be
Know the whole truth as the employee would like you to know: yXit interview is a one-on-one exit interview method which is designed using principles of conversational interviewing techniques. The sequential flow of questions and ideas while are structured, allow the counsellor to shadow the interviewee without interrupting the flow of thoughts. This allows for the interviewees to share their thoughts freely. The counsellor can guide the conversation by asking more relevant drill down questions to maximize the granularity of the information obtained.
Factorize the reason for leaving - Individual, Team, Company & Industry factors: yXit interview is a one-on-one exit interview method which is designed using principles of conversational interviewing techniques. The sequential flow of questions and ideas while are structured, allow the counsellor to shadow the interviewee without interrupting the flow of thoughts. This allows for the interviewees to share their thoughts freely. The counsellor can guide the conversation by asking more relevant drill down questions to maximize the granularity of the information obtained.
Customization - Data capture, analysis and reporting that best fits your organization: The employee data and the feedback survey is customized to each client SBU and ensures consistency of data capture from distributed locations of the client organization.
Feedback Survey - Know what's working well and what's not: yXit method provides for customizable feedback survey from the interviewee as part of the exit interview. The feedback can be designed to capture the most relevant categories of feedback and typically includes feedback on the company vision and values, workplace, manager, etc.
Telephonic Interviews - The best of both worlds: Offer the best of both worlds when compared to in-person and web interviews. It allows for a unique degree of privacy and discretion. Since interviews can be scheduled to suit employee convenience, it also allows for a higher degree of participation and minimized distraction. It is less intrusive and eliminates the body language based bias in case in in-person interviews and is more personal and realistic when compared to a web interview.
Third party advantage: The objectivity levels are much higher as compared to any of the interviews conducted internally as the chances of both the interviewee and counsellor bias are eliminated.
Overall Quality: Attrition diagnostics and improving effectiveness is our core business and we are very passionate about our service delivery. We take a lot care in ensuring high quality in every part of the exit interviewing, data capture, analysis and reporting is delivered to best in class standards.
- Understanding the reasons for leaving through high quality exit interviewing.
- Assist interpretation of the attrition problem with pinpoint accuracy and allow prioritization of factors.
- Enables client HR teams to build very specific remedial action plans across the entire employee life cycle.
- The rigor and regularity allows to strengthen the people, process, policy framework and build preventive measures.
Having understood reasons for high attrition and rolled out control measures, the AceSurvey provides the necessary monitoring tools such as dipstick surveys to fine tune preventive measures.
Additionally, we offer Consultative and assisted Project Management services to help clients to study the current levels of HR hygiene and re-engineer HR processes through the entire employee lifecycle and audit retention measures. Contact us to know more.
