What I’m Sharing (weekly)

My point isn’t to toot my own horn. It’s to give you a concrete example of what a difference sitting and talking to your employees can make in terms of understanding what works for them, or doesn’t work for them in the workplace. A survey has a purpose, especially when you realize that meeting one on one with all of your employees doesn’t scale very far. If you really want to know what’s going on, though, don’t wait for someone to leave so you conduct an exit interview. A stay interview might prevent them from leaving in the first place.

And for god’s sake, conduct exit interviews too, and be willing to act on them. These people are telling you what went wrong, why wouldn’t you want to know that?