The intention of this conversation is to identify what your organisation could do better to enter, engage and exit team members. These are just suggestions… the actual format of the conversation will depend on the individuals and circumstances concerned. The accountability for this is with the Leader of People and Culture but the Team Lead should be both consulted and informed.
Reason for leaving |
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Is there anything we could have done to keep you here? |
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Did you enjoy the work? |
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Were you given the tools/technology/support you needed to do your job well? |
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At what times did you feel un-engaged with what was happening here? |
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How would you describe our culture? |
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Do you have any comments about your Team Lead and the leadership team? |
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What could we have handled better about your exit |
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If you could give us one piece of advice for our future, what would it be? |
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Recommendations for future action:
Holding Cultural Catch-Ups