Closing the Barn Door After The Horse Is Gone....

Came across this list of questions you should ask in an Exit Interview

• What did you like best about your job?
• What did you like least about your job?
• Was there anything especially challenging that you had to contend with?
• What would you change about your job?
• How did you feel about the supervision you received?
• Did did you receive enough training to do the job effectively?
• Did you receive enough support to do your job effectively?
• How do you feel about the feedback your received from your manager?
• What did you like best about working for the company?
• What did you like least about working for the company?
• Do you have any recommendations for the company for the future?
• Would you work for the company in the future?
• Would you recommend this company to prospective employees?
• Do you have any questions or comments?

 My question is this; Why are you waiting until they're out the door before asking your employees these questions?

What Your Employees Secretly Want From You

Google is cutting edge management, right?  Well, for most of its history, Google prioritized in-depth technical expertise as the most important quality in a manager. They thought that the best leaders left their people alone, and that their primary function was to support technical problems when people got stuck.

Ah, but then came data.  A firm was brought in to conduct in-depth employee surveys, focus groups and interviews.  The results were shocking for the tech heads.  When the chiefs at Google examined what employees valued most in a manager, technical expertise ranked dead last.   Far outpacing techy knowledge, staff valued characteristics such as emotional stability (staying even-keeled), asking good questions, taking time to meet with staff and caring about employees’ careers.

In the end, Google found that managers who did these things led top-performing teams and had the happiest employees and least turnover (and remember, turnover is a HUGE hidden expense). So Google made changes in how it selects and coaches managers, devoting particular effort to improving its worst managers.The result, for the first time in many years Google beats Facebook in employee satisfaction.