Barrie, It is a challenging topic and a question. Using a third party for interview is good. People are however generally hesitant to provide information which could be interpreted as complain or whining. Think about this, when you interview people for job, it takes a good amount of skill to get useful information. This would be bigger challeneg.
Specific to your question, the project was done by one of my employee. The trigger was employee opinion survey, however we found that we had to collect more credible information. Hence the sample selection for interview.
It is not possible to put everything here…You can reach me at [email protected] if you would like to dicuss. One way you could look at interview information is the knowledge of input provider as well as the confifence/credibility of the person. On top of that, listener need to listen and interprete properly – that is reason it took us several months.
It seems like your metric is turn over..the root causes are alot including the one you mentioned here…Depending upon the nature of the crisis you are dealing with, you may also want to look at local job market…If someone just offers more money, people might leave. Privately very few people are satsified by their job (trust me I talk to people from factory floor to the top – story is same, the reasons are different). However, they will not leave the job.
Anyway, hope it gives you something useful.
rgds
ravi
http://www.BiproInc.com
Dr. Pandy, Thanks for the “heads up” on discerning valid data from invalid data. What data did you analyze in your project? Since our focus is WHY the turnover and lack of retention in one key position “Machine Operator”, we are scrubbing as much data as we can from exit interviews. A third party is also conducting phone interviews with Operators who have separated from the company. What metrics would you suggest we look at? Does it make sense for us to be looking at such metrics as reason for separation number of days to fall-out, and job satisfaction ? Thanks, Barrie
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