How to Approach the Exit Interview

May 24, 2016 | IT

A lot can be learnt from exit interviews. Exit interviews are not a waste of time, although many deem them to be. It is an important exercise in order to determine if there is anything you can do differently going forward with your remaining team. It is important to remain impartial during the interview, and to ensure a balance between obtaining the relevant information whilst allowing the departing employee the positive closure they need.

The ultimate aim of the exit interview is to determine the reasons for the departure of your employee, on the basis that criticism is a useful driver for organisational improvement. A successful exit interview can give you an insight into the current working environment, culture, management approach and processes. Relationships amongst the team is a likely factor to be discussed. Some employees may be more forthcoming in providing information so do bare this in mind.

Try to keep the interview structured and contained. The objective of the meeting is to gain the relevant information. Ensure that the interview can:

• Identify what your organisation is doing well
• Identify any areas that can be improved
• Confirm the skills and experience a replacement employee will need in order take over the role and move forward.
• Provide an understanding to you of why the employee is leaving
• Allow the departing employee to say goodbye on good terms.

Finally, don’t take anything personally, and try to remain impartial. It can be difficult to hear an employee talking negatively about the organisation, but if this is the case, turn it around and use the information positively, make changes accordingly and move forward with the remaining team. Any feedback is useful whether positive or not.

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If you need help in recruiting for both permanent and contract staff, please contact us on 0207 788 6600 and one of our expert consultants will be ready to help.

You can view all our latest vacancies here. 

36% report pay rise, whilst 3% have salaries slashed

May 10, 2016 | IT

36% of people have had a pay rise this year according to Mori iPSOS. Out of the 1600 people who were surveyed, one-in-three report their pay to have been frozen this year, while 3 percent are suffering a pay cut. Although 64 percent are reporting their pay to have been revised higher, only 23 percent are reporting an increase of more than 2%.

The survey responses collectively point to employee pay reviews leading to an average pre-tax salary increase of just 1.3% this year, higher than the 1.0% increase signalled for 2015 but below the 1.5% rate recorded in 2014.

It is reported that pay reviews in the public sector in April continued to lag behind those in the private sector, with salary growth rates of 1.6% and 0.9% signalled respectively, although both are up on 2015. Shockingly, the proportion of employees in the public sector reporting a pay cut or freeze rises to 51 percent compared to 28 percent in the private sector.

It was also recently reported that less than half happy with what they’re earning, and the vast majority are looking to change jobs in the next two years.

It is widely known that now more than ever before, employers are focusing on retaining and developing strategies in order to retain their staff in an increasingly competitive market.

Let us know your thoughts on the issue. You can join in the conversation on Twitter, Facebook, LinkedIn and Google+.

If you need help in recruiting for both permanent and contract staff, please contact us on 0207 788 6600 and one of our expert consultants will be ready to help.

You can view all our latest vacancies here.