Tags: employee job seeker career in Myanmar
Some people leave unsurprisingly and some really do surprise us. An employer needs to know the reasons as the hiring cost and traing time are increasing and it is very important to know the reasons people leave us.There are 4 generic question each employer should ask the employy who´s leaving.
How did the job match your expectations?
All reasearches tells us that creating accurate first impressions is a key driver of employee engagement, so one of the first things you’d want to know is how the day-to-day realities of the job stacked up to our description of it when she/he began work with you. This doesn’t necessarily change the nature of the work in the future, but it would certainly help you to know how to sell the job more effectively and accurately to result in better hires (which, in our opinion, is the toughest nut of all to crack).
Did you feel that the work you were doing aligned with your personal goals and interests?
You probably do a goal-setting process with your employees at the beginning of the year, and you revisit these on a quarterly basis. However, these are mostly professional development goals that tie directly to our business objectives. With this question, you’d be assessing how her/his work fits into the bigger picture of her life—something Millennials say is more and more important to them. And researches indicate that fully engaged employees report a greater likelihood of tapping into personal and professional passions and interests at work compared to less-engaged employees.
But again, it gives clues into the kinds of questions you should be asking at the start of the hiring process and could guide conversations between managers and employees throughout their life with our company.
Did you have the tools and resources you needed to effectively do your job?
This is a big one. Understanding how my employee felt about the kind of support she was getting would help us know what kinds of investments we should be making in the future.
Would you recommend this as a great place for a friend to work?
Would I get an truthful answer to this question? We honestly don’t know, but it’s worth a shot. The employee in question was a good, solid member of our team, and you’d trust her/his recommendation on future hires. If the job wasn’t a great fit for her/him, the next best thing you could hope is that she/hIf t’d be an advocate for our company and a referrer of great potential employees. Plus, with the business that we’re in, it pays to know how we can improve our own employee experience.
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