{"id":11267,"date":"2018-07-25T23:09:00","date_gmt":"2018-07-26T06:09:00","guid":{"rendered":"http:\/\/nursemk.wpengine.com\/exit-interviews-offer-crucial-insight-to-transform-the-workplace\/"},"modified":"2024-04-24T09:29:24","modified_gmt":"2024-04-24T13:29:24","slug":"exit-interviews-offer-crucial-insight-to-transform-the-workplace","status":"publish","type":"post","link":"https:\/\/www.nurse.com\/solutions\/blog\/exit-interviews-offer-crucial-insight-to-transform-the-workplace","title":{"rendered":"Exit Interviews Offer Crucial Insight To Transform the Workplace"},"content":{"rendered":"<h2>Lots of valuable information can be collected during exit interviews. So why doesn\u2019t every organization follow a useful exit interview process?<\/h2>\n<p>Because, let\u2019s face it, once you know why people leave the organization, the next step is the hardest one \u2014 fixing the problem.<\/p>\n<p>Although it might be difficult to hear feedback during exit interviews \u2014 particularly at <a href=\"http:\/\/advertise.nurse.com\/blog\/employers-need-to-address-nursing-turnover\/\" target=\"_blank\" rel=\"noopener noreferrer\">high-turnover facilities<\/a> \u2014 information gleaned from exiting staff can be invaluable.<\/p>\n<blockquote><p>\u201cWhen talent walks out the door we need to understand why people are leaving because we invest time and money into our associates,\u201d said Tracy Tibbels, SPHR, SHRM-SCP, who represents the <a href=\"https:\/\/www.shrm.org\/\" target=\"_blank\" rel=\"noopener noreferrer\">Society of Human Resource Management<\/a>\u00a0 and works as a human resources manager of employee relations at Werner Enterprises, a transportation and logistics company in Omaha, Neb.<\/p><\/blockquote>\n<p>Nurse turnover, on average, costs about $49,500, according to a <a href=\"http:\/\/www.nsinursingsolutions.com\/Files\/assets\/library\/retention-institute\/NationalHealthcareRNRetentionReport2018.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">2018 National Healthcare Retention &amp; RN Staffing Report.<\/a><\/p>\n<p>That means profit margins could decrease significantly when hospitals continually experience high turnover. Hospitals stand to lose about $4.4 million to $7 million per year when nurses walk out the door.<\/p>\n<h3>Exit interview questions equal less turnover<\/h3>\n<p>Exit interviews offer organizations a moment of discovery \u2014 a chance to pull the curtain back and learn why staff want to walk away.<\/p>\n<p><strong>An exit interview should start with some common inquiries. Tibbels said you should start with questions such as:<\/strong><\/p>\n<ul>\n<li>Do you feel you were fairly compensated?<\/li>\n<li>Did you like the organization\u2019s benefits? If not, why?<\/li>\n<li>Could we have done something different to make you stay?<\/li>\n<\/ul>\n<p>Top issues cited in exit interviews, Tibbels said, are concerns about supervisors and a lack of connection with them. Other people leave because the organization lacks career advancement opportunities.<\/p>\n<p>A nurse\u2019s choice to stay or go and his or her <a href=\"http:\/\/advertise.nurse.com\/blog\/what-nurses-need-for-job-satisfaction-may-depend-on-their-generation\/\" target=\"_blank\" rel=\"noopener noreferrer\">reasons can vary by generation<\/a>, said Paul Shanahan, managing director for <a href=\"https:\/\/eur02.safelinks.protection.outlook.com\/?url=https%253A%252F%252Fwww.advancedresources.com%252F&amp;data=02%257C01%257C%257Caf213b9a1ff04b7dd7e608d5d30818b9%257C84df9e7fe9f640afb435aaaaaaaaaaaa%257C1%257C0%257C636646954079093556&amp;sdata=Df7dhsZIr5WCrUTRICjOJKr7CclLJox%252F7v8fR0eqXr0%253D&amp;reserved=0\" target=\"_blank\" rel=\"noopener noreferrer\">Advanced Resources, LLC<\/a>, a talent acquisition firm in Chicago. Each generation\u2019s age group can shape different values that relate to job satisfaction.<\/p>\n<p>Case in point \u2014 a millennial nurse who struggles to find quality child care may call it quits and decide to temporarily put family first. Using an exit interview could help your healthcare organization learn how this problem affects this group of nurses.<\/p>\n<blockquote><p>\u201cIf you don\u2019t address work-life balance, the turnover problem will likely continue if it is not identified and fixed,\u201d Shanahan said. Millennials often prioritize work-life balance as a core value, which could come out during exit interviews, he added.<\/p><\/blockquote>\n<p>To compare generations even more, a report from West Virginia University School of Nursing suggests baby boomer nurses draw more job satisfaction in roles with greater autonomy, compared to Generation X nurses.<\/p>\n<p>But here\u2019s where Generation X and baby boomers converge \u2014 both enjoy a certain degree of empowerment \u2014 a factor that had \u201clittle impact on millennials,\u201d according to <a href=\"http:\/\/advertise.nurse.com\/wp-content\/uploads\/2018\/07\/West_Virgina_SON_report.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">research from West Virginia University School of Nursing<\/a>.<\/p>\n<p>Why does this matter? Finding ways to increase job satisfaction and fix what\u2019s broken affords healthcare facilities the opportunity to improve nurse retention, according to an article by\u00a0<a href=\"http:\/\/www.strategiesfornursemanagers.com\/ce_detail\/210949.cfm#\" target=\"_blank\" rel=\"noopener noreferrer\">Strategies for Nurse Managers<\/a>.<\/p>\n<p><a href=\"https:\/\/advertise.nurse.com\/contact-blog\/\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-11441 size-full\" src=\"https:\/\/advertise.nurse.com\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2.jpg\" alt=\"\" width=\"1000\" height=\"250\" srcset=\"https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2.jpg 1000w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2-300x75.jpg 300w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2-768x192.jpg 768w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2-200x50.jpg 200w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2-400x100.jpg 400w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2-600x150.jpg 600w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2-800x200.jpg 800w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/><\/a><\/p>\n<h3>Exit interview data tells a complete story<\/h3>\n<p>When designing an exit interview survey, Shanahan suggests asking no more than 10 questions. However, there\u2019s no exact rule.<\/p>\n<p><strong>He said survey questions should focus on four key areas:<\/strong><\/p>\n<ol>\n<li>Turnover reduction<\/li>\n<li>Areas for improvement<\/li>\n<li>Litigation avoidance<\/li>\n<li>Healthcare compliance<\/li>\n<\/ol>\n<p>\u201cIt is key in healthcare to identify any areas that may expose the healthcare entity to litigation risks,\u201d Shanahan said. \u201cIf the employee is exiting due to what they perceive as illegal, that could be a red flag.\u201d<\/p>\n<p>Staff who work in billing and coding may submit documents to government agencies, either directly or indirectly, he said. It\u2019s important to know their level of involvement.<\/p>\n<p>\u201cIf they witnessed documents being falsified for any reason, this could expose the healthcare organization to legal issues as it relates to the False Claims Act,\u201d he said.<\/p>\n<p>Just because the HR team creates an exit interview questionnaire does not guarantee the information will go to good use, Tibbels said. One mistake organizations make is failing to dig into the exit interview data that tells the story.<\/p>\n<p>It\u2019s important to \u201cmine the data and look for trends,\u201d Tibbels said.<\/p>\n<blockquote><p>When turnover is high, a root-cause analysis is a useful way to understand the problems. Exit interview data is the vehicle that gets you to those answers.<\/p><\/blockquote>\n<p>She suggests sharing that information with supervisors and upper management capable of making real change \u2014 even when shocking information surfaces.<\/p>\n<p>Some examples of shocking feedback, \u201ccould be a difficult relationship with another team member and it comes out in the exit interview,\u201d Tibbels said. \u201cCould be examples of discrimination or sexual harassment.\u201d<\/p>\n<blockquote><p>Transparency is key. To understand what\u2019s not working in the workplace and reduce turnover, try to <a href=\"http:\/\/advertise.nurse.com\/blog\/connect-with-frontline-managers-to-improve-employee-relations\/\" target=\"_blank\" rel=\"noopener noreferrer\">determine whether leadership training is needed<\/a>, Shanahan suggested.<\/p><\/blockquote>\n<p>Ask questions related to employee satisfaction around <a href=\"http:\/\/advertise.nurse.com\/how\/#job-board\" target=\"_blank\" rel=\"noopener noreferrer\">career advancement opportunities<\/a> and what changes would improve workplace culture.<\/p>\n<p>Some organizations use pencil and paper for the exit interview, Tibbels said. Others prefer online surveys \u2014 and some use both.<\/p>\n<p>\u201cWe also offer a phone number on the exit interview in case they want to share more information,\u201d she said.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Although it might be difficult to hear feedback during exit interviews, information gleaned from exiting staff can be invaluable.<\/p>\n","protected":false},"author":68,"featured_media":2630,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[27,28],"tags":[],"coauthors":[1380],"class_list":["post-11267","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nursing-recruitment","category-nursing-retention"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Exit interviews offer crucial insight to transform the 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