Offboarding Surveys

Relying solely on face-to-face interviews limits the scope of your exit surveys and any possibilities to aggregate information across different departments and managers.

Data also shows that the topic of faulty management is brought up markedly less in face-to-face interviews compared to anonymized surveys, indicating an omission of the employee’s true feelings on the matter. Our exit survey solution guarantees continuous insights spanning the full breadth of your organization while highlighting key factors influencing unwanted attrition.

You can easily and at any point integrate your exit survey flow with your existing HR-system, and employees will automatically receive invitations to complete relevant exit surveys. This minimizes manual administration and affords you the time to focus on the work that matters, such as analysis and implementation of new initiatives.

Holding on to valuable team members is not only good for team cohesion; it’s also one of the cheapest (and most effective) strategies to ensure organizational prosperity in the long run.

A whopping 9% of employees in Danish and Norwegian businesses look for a new job within the first three months of hire (Rambøll, 2022). Most often they cite bad management and poor working environment as leading causes for leaving.