THINGS YOU SHOULD ASK A EMPLOYEE WHO’S LEAVING

1. How Did The Job Match Your Expectation

Our own research at Brilliant Ink tells us that creating accurate first impressions is a key driver of employee engagement, so one of the first things I’d want to know is how the day-to-day realities of the job stacked up to our description of it when she began work with us. This doesn’t necessarily change the nature of the work in the future, but it would certainly help us know how to sell the job more effectively and accurately to result in better hires

2. Did You Feel The Work You Are Doing Aligned With your personal goals and interest

We do a goal-setting process with our employees at the beginning of the year, and we revisit these on a quarterly basis. However, these are mostly professional development goals that tie directly to our business objectives. With this question, I’d be assessing how her work fits into the bigger picture of her life—something Millennials say is more and more important to them. And our research indicates that fully engaged employees report a greater likelihood of tapping into personal and professional passions and interests at work compared to less-engaged employees.

3. Did You Have The Tools And Resources You Needed To Effectively Do Your Job

This is a big one. In the early years of the company, I got pretty comfortable with bootstrapping my way to success, which means we still operate pretty lean and mean. This is a good thing in terms of conserving costs, but we also have to remember that we can’t deliver outstanding work without the right systems in place to make the magic happen. Understanding how my employee felt about the kind of support she was getting would help us know what kinds of investments we should be making in the future.

4. Would You Recommend This As A Great Place For A friend To Work

Would I get an truthful answer to this question? I honestly don’t know, but it’s worth a shot. The employee in question was a good, solid member of our team, and I’d trust her recommendation on future hires. If the job wasn’t a great fit for her, the next best thing I could hope is that she’d be an advocate for our company and a referrer of great potential employees. Plus, with the business that we’re in, it pays to know how we can improve our own employee experience.

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