TALENT EXIT SURVEY
Feedback & Insights from Exiting Talent
The Talent Exit Process is the last step in the Employee Experience & Employment Lifecycle
Integrating Texit™ into your off-boarding process to be part of the employee experience process, is as valuable as the range of unfiltered feedback and data-driven insights you will obtain from people exiting the company that would lead to better talent decisions and positive workplace changes.
Better Listening Better Feedback Better Insights Better Decisions
BENEFITS OF PARTICIPATING IN Texit™
Honest & Unfiltered
Unfiltered feedback from all talent exits (e.g. resignation, retirement, retrenchments) can be solicited.
Employees are more likely to provide open and honest feedback as they know it is outsourced, runs online, feedback would not be filtered, and their individual feedback will only be provided as agreed.
“your voice matters”
Thought Leadership Survey
The model and survey was developed by Liezel Pheiffer Blignaut (drawing on strategic thinking and the emerging world of work and needs of people in the workplace, and extensive experience across numerous companies).
It covers a range of important, relevant questions, so you get the talent and workplace insights your company needs.
By asking the right questions, obtain the insights you need
Valuable & Comprehensive Insights
Report provide the analytics and insights needed for better talent decisions on recruitment, engagement, retention and people risks.
The power of analytics: from ‘we think’ to ‘we know’
Scope of Insights
Employment Value Proposition
THE STATE OF EXIT INTERVIEWS
If any of the following is true for your Company, Texit™ can be the solution for you
- It’s not done.
- It’s time-consuming (depending your employee turnover), done by thinly-spread HR, or done as a ‘tick-the-box’ rushed activity.
- Assumptions (often incorrect) about the real reason(s) people are leaving, and what their next opportunity is.
- It’s manual or paper-based.
- Internal resources takes too long to provide Reports, analytics or feedback.
- All the right questions are not asked in interviews or surveys.
- Feedback are not trusted as being completely objective, open or honest.
- Feedback is not acting on and employees feel ‘why bother’.
- Feedback is not consolidated, analysed or interpreted for merged data-driven insights over time, trend analysis or predictive analytics.