Question

An HR business partner for a mid-sized company has been asked to investigate root causes of high employee turnover.

The CEO thinks that the turnover is the result of HR failing to set clear expectations for managers and has stated that there is a disparity in how managers lead their employees versus what employees think their managers should be doing. The CEO believes that this inconsistency in expectations is the reason for attrition.
HR currently conducts annual employee engagement and morale surveys and presents the results to management. However, most of the management team has been with the company for many years and are resistant to change. Past efforts to guide the management team have been unsuccessful due to limited participation. For example, leadership skills training has been held in the past, but most of the management team have declined to attend.
The CEO has requested that the HR manager provide a detailed plan to address the turnover by next quarter.
Which step should the HR manager take to identify the root causes of turnover?

A. Read comments from past employee engagement surveys.
B. Review previous employee complaints related to manager behaviors.
C. Set up an anonymous employee suggestion box in a common area.
D. Examine employee exit interview documentation for trends.

Answer 1

The HR manager should examine employee exit interview documentation for trends to identify the root causes of turnover.

The HR manager should take the step of examining employee exit interview documentation for trends to identify the root causes of turnover. This is because exit interviews provide valuable insights into the reasons why employees choose to leave the company. By reviewing the documentation, the HR manager can identify recurring themes or patterns that may be contributing to high turnover. This information can then be used to develop a detailed plan to address the turnover issue.