If you are an HR Representative or a Hiring Manager in healthcare, you must confront turnover. One survey of healthcare employers in 2015 identified that:
- Total turnover was 19.2%
- Voluntary turnover was 14.4%
- Turnover increased from 2014 to 2015
- Even medical groups experienced voluntary quits of more than 10%
You do not have to accept high turnover. An exit interview is one tool you can use to find out why people want to leave your organization.
How to Do an Exit Interview
When people rely on your organization for their income, they are unlikely to express their true feelings. However, you do not want to waste time and money hiring new people when your healthcare organization can make changes to address problems. First, you need to identify your problems. Construct questions that focus on:
- The adequacy of training
- Morale/workload distribution
- Relationships with supervisors and co-workers
- Perceptions of respect and adequate compensation
To successfully gather information, you need to get employees to open up and describe what is really going on at an organization. Here are 5 tips to help you find out what fuels your turnover rates.
- Keep questions open-ended- You want honest feedback to reduce high turnover. Make sure all questions are open-ended so you receive detailed answers.
Don’t ask: “Does your new job have a higher salary?”
Ask: “Describe the compensation package with your new employer?”
- What made them move on- Don’t beat around the bush; address the most obvious question. It is difficult and risky to change jobs. Something motivated your employee to accept that risk. “Why did you decide to look for a new job?” is a great example of this type of question.
- Understand how they view the culture- Healthcare organizations, like companies, have their own cultures. You want to make sure that your organization respects and appreciates people. Sample questions include:
“How would you describe your morale and the morale of your co-workers?”
“How can we make sure people like you feel appreciated for their work?”
- Ask follow up questions- Any good interviewer asks follow up questions. If someone states that she believes a lack of training made her feel uncomfortable doing her job, ask questions such as:
“Describe the areas where training was insufficient.”
“How did the training you received differ from what you expected?”
Make sure you clearly understand what prompted the person to leave your organization.
- Track Trends- All of this information is only helpful if you analyze it. If person after person mentions they are leaving for better pay and benefits, it helps you make the case that your organization needs to improve how its compensation package. In fact, an exit interview might generate ideas to incorporate at your employer.
Make Corrections
Some healthcare environments are always challenging. The healthcare employer survey mentioned above noted, unsurprisingly, that turnover was highest at long-term care facilities. Don’t assume that you cannot reduce turnover. If people state that supervisors do not back them up when dealing with difficult patients, an organization can improve that aspect of the work environment.
In a fast-paced environment, it is tempting to just have someone take a survey when he or she leaves your hospital, clinic, or long-term care facility. However, a confidential, face-to-face interview will likely yield more results. Take the time to conduct exit interviews to identify problems and keep employees happy.
Sources
https://www.glassdoor.com/employers/blog/7-must-ask-exit-interview-questions/
