Entry Survey and Exit Survey
Insync Surveys’ Entry Survey and Exit Survey save HR administration time and are low cost. They establish open communication between employees and employers.
None of our major competitors can benchmark your exit results against those of other organisations. We can provide your own “reasons for leaving” chart compared to a database of over 4500 responses, gathered in the past five years.
From our own customer survey, we know that our clients love our staff and premium service levels. One of our organisational psychologists or research experts we will work with you to ensure you get the most out of your Entry Survey and Exit Survey portal.
The results from online, paper based or phone surveys provide detailed information and offer timely feedback to help management understand and address employee concerns.
Issues addressed include overall job satisfaction, job content, quality of supervision and reasons for leaving or staying. The survey addresses best practice principles, allowing organisations to integrate their findings with those from the Employee Opinion Survey.
Understanding why employees leave
Losing employees is a natural part of running an organisation but losing key people at the wrong time can cause major setbacks. Understanding why people leave is critical to manage staff turnover.
The Exit Survey is conducted when an employee leaves. The results are used by management to address departing employees’ concerns and to discover staff retention issues that may affect other employees. Departing employees are more willing to provide honest feedback during exit interviews and questionnaires, especially when conducted by a third party.
By using standard questions, your “reasons for leaving” chart will be benchmarked externally. This compares your organisation’s performance against the wider marketplace. Our Exit Survey will make a real difference in reducing staff turnover and the associated costs.
Identifying and training new employees
New employees have a wealth of information to share about their recruitment and training experiences. Understanding what attracts people to your organisation (i.e. your “employer brand”) and streamlining recruitment helps fill vacancies quickly. Induction and training improvements get new employees up to speed faster.
First impressions count. The Entry Survey reveals if job objectives are clear and if appropriate training, support and resources have been provided.