{"id":3028,"date":"2020-02-25T07:00:00","date_gmt":"2020-02-25T07:00:00","guid":{"rendered":"https:\/\/www-dev.promar-international.com\/?p=3028"},"modified":"2020-02-25T07:00:00","modified_gmt":"2020-02-25T07:00:00","slug":"why-is-he-leaving","status":"publish","type":"post","link":"https:\/\/www-dev.promar-international.com\/it\/why-is-he-leaving\/","title":{"rendered":"Why is he leaving?"},"content":{"rendered":"\n<p class=\"has-text-align-center\"><strong>By Sue Bryan<\/strong><\/p>\n\n\n\n<p class=\"has-drop-cap\"><strong>\u201cWhy is he leaving?\u201d&nbsp; I asked a small and what would seem insignificant question, possibly even quite nosey.&nbsp; All sorts of reasons were thrown back at me, but nothing truly satisfied my need to know exactly what was motivating this chap to leave.&nbsp; The truth is, the business is struggling to retain staff.&nbsp; So, I asked the second most important question of the day.&nbsp; \u201cPlease can I do an exit interview with him?\u201d&nbsp; <\/strong><\/p>\n\n\n\n<p>It is enormously valuable to ask the staff member\nthemselves, why they are leaving.&nbsp; It\ndoes help to be the third party in the situation, people sometimes feel more\ncomfortable opening up to someone not directly managing them.&nbsp; Fundamentally you need honesty.&nbsp; Openness, so you can find out how things can\nbe done better.&nbsp; When someone has decided\nto leave a business, they\u2019ve gone to lengths to find another job, they have\nreached the end of the road.&nbsp; This is not\nabout trying to retain them.&nbsp; It is purely\nto find out what made them want to leave, and whether this is something you can\nimprove on in the future, to retain staff.&nbsp;\nWhilst you have them in conversation, find out what they really enjoyed\nabout the job too.&nbsp; Take the opportunity\nto celebrate what you\u2019re doing well, as well as identify where change is\nneeded.&nbsp; Finally, take time to thank your\nemployee for their contribution to your business, however good or bad their\ntime with you was; this is your opportunity to create a lasting impression on\nsomeone who may be an advocate for your business in future.&nbsp;&nbsp; Tease out the action points from the interview\nand develop a plan to implement change.&nbsp;\nTake the time to talk; take the chance to change.&nbsp; <\/p>\n\n\n\n<p>The employee stayed with the business.&nbsp; He felt he had been listened to, and his\nconcerns had been taken into consideration.&nbsp;\nThere is now an ongoing implementation plan of change on the farm.&nbsp; It doesn\u2019t take a day, a week, or a year to\ncomplete this.&nbsp; Ongoing dialogue and\naction are the route to success.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>By Sue Bryan \u201cWhy is he leaving?\u201d&nbsp; I asked a small and what would seem insignificant question, possibly even quite nosey.&nbsp; All sorts of reasons were thrown back at me, but nothing truly satisfied my need to know exactly what was motivating this chap to leave.&nbsp; The truth is, the business is struggling to retain [&hellip;]<\/p>\n","protected":false},"author":199,"featured_media":1784,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2756],"tags":[],"abs_type":[7],"pro_group":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v18.1 (Yoast SEO v19.10) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Why is he leaving? 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