Our Service

New starter and exit interviews

Ensuring new starters are engaged and happy in their new role is important. We collect feedback and data anonymously through our starter and leaver surveys.

The surveys are designed to obtain actionable feedback on:

• Reasons for joining/leaving
• Employee experience and engagement
• Sentiment and employer brand advocacy
• Where people are going to (leavers only)

The start of something special 

New starter surveys help organisations to identify early concerns in order to improve employee satisfaction, increase retention and avoid unnecessary turnover. 

Finding out how your new starters feel is an important way to:

• Ensure new starters feel supported
• Improve new starters’ experience within your company
• Help new starters understand your goals
• Help employers improve the onboarding process
• Build advocacy from day one
• Avoid employee turnover

The end of a chapter

At the other end of the employee lifecycle, exit surveys provide organisations with valuable insights into the key employee engagement drivers, which can improve your recruitment and retention strategies. Understanding what motivated one person to leave could be key to making sure someone else stays.

Monitoring the engagement of an exiting employee will help to:

• Identity improvement goals
• Determine why an employee is leaving
• Improve employee retention
• Increase workplace morale

New starter and exit interviews

We complement surveys with starter and exit interviews. Our interviewers bring skill and independence which enables people to share their feedback safely and openly. Insight gathered from interviews brings extra richness to the data we collect through surveys and enhances clients’ ability to make impactful people and culture decisions.

Gain insights. Drive Change.

Through a combination of technology, psychology and human conversations, MI-Say gathers valuable feedback from new starters and leavers all in one intuitive platform.

MI-Say works effectively by capturing feedback from people at two important stages of their journey, those that have recently joined an organisation and those who have recently left.

Our research identifies these two stages as critical points in an employee’s journey and when people will be at their most reflective and insightful about their experiences of an organisation.

The insights gained helps our clients develop people strategies that lead to better attraction, retention and engagement of their people and enable them to make the best decisions to drive impactful change.

The MI-Say technology means you can access feedback in real-time dashboards and our analysis and reporting offer a deeper understanding of what influences people to join and leave, as well as their experience of working for your organisation. The feedback helps you formulate strategies and plans that enhance attraction, retention and engagement.

Meaningful Insights. Impactful Change.

Traditional exit interviews do not always provide meaningful insight into why people choose to leave an organisation. Often the lack of time, systems or independence mean that people do not feel they can be open about their experience or HR teams do not have the capacity to carry them out and action them. Mi-Say has the expertise, technology and independence to create and compile this information effectively.

Through encouraging engagement and analysing performance MI-Say can protect employee retention and ultimately your bottom line.

• Attract, engage and retain your talent
• Flexible and bespoke – Choose from three levels of service to suit your needs
• Build connections and keep people aligned – Encouraging open communication is key
• Amplifying employee voice – Encourage people to share their opinions in independent interviews, ask questions and share ideas
• Make smarter decisions – Compile real, honest data and turn your insights into actions and shape the future of your organisation through analysis of feedback directly from your people

“Using an external provider to conduct exit interviews will help employers capture more accurate data about why people are leaving, as individuals are more willing to be honest when there is reassurance of anonymity” – Chartered Institute of Personnel and Development

The MI-Say platform

Mi-Say centralises your employee experience data, allowing you to access and issue new starter and leaver surveys in one platform as well as easily analyse the data across different surveys and spot any trends or areas of concern. The platform presents anonymised data in simple and intuitive dashboards. Our clients can look at high-level or detailed data, as well as access reporting and resources.  

Insights gained from surveys and interviews

• Decision drivers – Why people leave or join
• Employee experience – Their experience of work and culture
• Sentiment – How people feel about the company and brand advocacy
• Destination – Where people are going and the types of jobs they are going to (leavers only)
• Strengths and weaknesses – Feedback on key engagement drivers

Decision drivers

We understand factors influencing a person’s decision to leave. We ask for the primary reason for leaving and then other reasons which may have contributed to the decision. Often exit interviews report one single reason for leaving, whereas more often than not, a variety of reasons contribute to a final decision being made.

Employee experience

As well as understanding why people decide to leave, we want to understand their experience of key aspects of work and culture such as remuneration and benefits, leadership, culture and values, learning and development and job satisfaction. The Summary Dashboard shows the extent to which these areas are rated favourably or unfavourably and the Detailed Dashboard goes into more granular detail.

Sentiment

We understand the sentiment of starters and leavers using quantitative data and qualitative feedback. We ask how likely the participant would recommend the client as a place to work which enables us to calculate a Net Promoter Score (NPS). NPS helps us understand how many people are promoters or detractors and how many people are passive. We also take the comments provided in interviews and carry out thematic analysis to highlight how people feel about the organisation. It captures emotion as well as opinion.

Destination

As well as understanding the reasons for leaving and the experience people have had we gather information about where the participants have gone to, the type of organisation they have gone to and the type of role. It gives us insight into whether people are choosing to move to competitors and whether the types of moves made are for progression reasons or similar roles. This data helps us understand some of the market dynamics and the influence they are having on people’s decisions to leave.

Strengths and weaknesses

Participants are asked to share their perceptions of their employer by looking at what we know to be drivers of employee engagement and talent retention and rating whether they see each area as a strength, a weakness or neutral.