An overwhelming majority—70%—of organisations in Asia feel that formal or informal exit interviews are good platforms for honest feedback. Making improvements to the business based on such insights could attract and retain high calibre professionals in the future. This, according to the latest Focus Asia whitepaper from Robert Walters entitled ‘Acquiring Insights From The Exit Process To Build A Better Workplace’.
The research surveyed over 1,200 professionals and hiring managers across China, Hong Kong, Indonesia, Malaysia, Singapore, Taiwan, Thailand and Vietnam. The study examined the formal processes organisations conduct with exiting employees, and offers recommendations on how to glean valuable insights about a company’s culture, operations and management to implement positive changes.
Matthew Bennett, Managing Director – Greater China, Robert Walters, commented, “While the focus of the recruitment process is often on attracting the best professionals, giving the exit process enough consideration is equally as important. Many employers overlook the opportunities which exit interviews can present. If managed carefully, the exit process can be a way for employees to leave on a positive note or provide employers with the opportunity to make a counter offer. After all, every employee is an ambassador of the organisation even after leaving their jobs.”
Other key findings
Three in five did not tell their employers of their unhappiness before starting a job search
63% of employers who presented counter offers to resigning professionals were turned down
The majority of professionals (42%) only disclosed their job search after they had signed on the new employment contract
85% of employers can identify employees on the verge of resignation
44% of professionals felt that their exit interview process was not worthwhile at all
Paul Arkwright
Publisher
