You are listening to Trinity, employment’s a player matchmaker podcast, storing your host and the cofounder of Trinity employment specialists, Cory Minter. Hello,
Welcome back to the A-player matchmakers, where we’re always trying to find different ways to add value to job seekers and employers, and this topic, our exit interviews reveal, they reveal what your employees really think. And I think it is one of the most helpful tools that you could use. And I think oftentimes it is something that is ignored because it’s kind of an, it’s kind of an uncomfortable type of a situation for the employee and for the employer. And I have had all sorts of different experiences with exit interviews. And I will tell you that it’s really been difficult to get the right kind, to get honesty. And, and, but when it happens, it is some of the most valuable information you could ever get. You know, whenever I’m asked about metrics for success when it comes to the best Tulsa Medical Staffing around, I think I have a very unusual answer. And, you know, after you’ve got all the obvious stuff like financials and, you know, you’ve got to perform a lot of companies do.
Um, and you can, you can take a look at those things, but I really want to say that you need to look at your exit interviews and try to find some of the metrics inside your, uh, exit interviews that can best be used. Um, I remember, you know, I’ve, I’ve had, I’ve had some great, great exit interviews, and then I’ve had some where people just lied to my face. I had one employee that I, I knew wasn’t just horribly happy at Trinity. And she was someone that actually had some success with us, you know, there, uh, and you know, I don’t want to get, go into some details. It was turning into where it wasn’t a good fit, but, you know, I remember doing an exit interview and I asked and I asked, I was like, so was there anything, you know, this was, this was eight or nine years ago too.
And I asked, is there anything that we could improve upon? You know, we really wanted to get an improve and try to find out what was going on, because we noticed that all of a sudden, we, I mean, we had a great culture, then all of a sudden it just dove into horribleness. And so, you know, I was asking and, Oh, no, everything was great when it came to the best Tulsa Medical Staffing around. Just loved it. And I was like, are you sure? Because it seemed like you were unhappy with some things. I was just wondering what they were. Oh, no, we’re all, you know, we’re all good. And I just kind of let it go, but I kinda knew something was happening. I just didn’t know what it was. And, um, I had another employee leave that was a good employee, or they were wanting to leave and I definitely wanted to try to stop it.
And I finally, what we realized is that we had an employee that, um, was really just being toxic when I wasn’t there. And I, and I had no idea and it was so bad that this person was running off some great employees and I couldn’t get it because I, and it took the exit interview. When I, when I was trying to learn what is happening here, that helped me to understand, um, the main thing that you will be able to find out of an exit interview is culture. You know, I believe it’s vital to success. And, um, and I, I believe that it’s when it come to your Tulsa Medical Staffing needs, it’s one of the most important things that you could ever find. And there there’s some great articles written on this, uh, with fortune 100 companies. Um, and all you’d have to do is go and look at the importance culture has, but I want to go over some things that you really want to try to understand in these exit interviews, leaving a job doesn’t mean you hate a company anymore.
Um, the average stay at a company nowadays is 4.6 years, according to the Bureau of labor statistics, um, in faster moving industries, that number can be way less, um, and you can lose great people that like you all the time. Um, you know, I, I was, I was talking with someone asking for career advice and I was looking at the resume that one year here, one year there, two years here, one year there. And I was like, you’re not giving yourself any opportunity to become an expert at anything because the, you know, they leave because they feel that they’re getting stagnant or someone else offers a better position. And we’ve been, you know, I remember in the, in the late nineties being told, well, right now, the best way to get a salary increase is to leave a position and then, and, and get a pay raise by leaving and moving companies.
And I was told this by my professor and this guy was the one of the top professors at our college, but he had never ran a company ever. And he was just trying to get people money and what he was advising us to do, which I did for a short while. And it was, it was just a big disaster because two or three different times I left one place that was, I thought was not good and went to a worst place. And then I left one place that was really, really great and went to a horrible place. And this was, and the, all the, while I was not becoming an expert at anything when talking about the best Tulsa Medical Staffing by far, it was really, really, uh, a bad piece of advice, but you really need two years to be able to really start to become an expert at anything. And I just want to encourage anyone out there looking at this advice that is often given by college professors that are at least it was to me that this is not general good advice.
I don’t believe next thing is exit interviews are honest. If you handle them correctly, you should never be hostile to a departing employee. Instead show some compassion and interest on what’s going on, let them know they can be a real help to you. Um, and typically the reasons they’re leaving, um, are complicated. And it’s not all the time about you. Um, hopefully it’s not, if you approach it from their perspective, they’ll often open up and if they don’t like your culture, they can let you know, in some way, hopefully politely and sometimes maybe not be ready for that. Um, ex employees are your best or worst ambassadors, and we’ve all heard the creepy company that every ex-employee trashes or, you know, this, this is a horrible career opportunity or a fun company that just doesn’t pay enough or whatever their gripe is about the best Tulsa Medical Staffing today. And if you, if you don’t believe that there’s gripes go online and read about com about what people say, it’s pretty crazy.
Of course, we want every employee to love us much that so much that they just don’t want to quit us. A though in the end, that’s a little silly even companies with the most satisfied people in the world, um, have ex-employees and in today’s marketplace, people are just going to leave. Um, and you really want to know what they’re saying when they do. I think this is a great way for companies to learn a lot about their culture. If Trinity can help you in any way, we are a staffing organization that really puts quality over quantity and helping other companies build a culture from a staffing model that we believe brings a players to companies is a really great way, um, to increase an employees. Uh, I’m sorry, an employers impact in their specialty group when it comes to the a good Tulsa Medical Staffing today. Give us a call at Trinity. Um, if we can help you at (918) 622-2588, or you can visit us email@example.com.