Baseline survey: the fairest mirror for organisational development

The exit survey provides a unique opportunity to get valuable and honest feedback on the performance of your organisation. Once an employee is on the way out, there is no reason to hold back. This makes the exit survey the most honest mirror in the organisation - a tool that can reveal what is really happening in the workplace and where there is room for improvement.

To make the exit survey as effective and useful as possible, it is worth paying particular attention to its implementation. Here are some key things to consider.

How should you structure your exit survey?

1. Define your objectives

Before designing your survey, think carefully about what you want to find out. What information do you need and why? Clear objectives will help you to choose the right questions and use the answers effectively.

2. Choice of questions

Choose questions that support your objectives. They should be clear and direct to provide useful insights into the experiences of your employees. For example, questions on leadership, work climate and career opportunities can provide valuable information on areas for development.

3. Diverse questions

A good exit questionnaire includes a wide range of questions. Ask about the working environment, management, development opportunities and working atmosphere. A wide range of questions will give you a broader perspective on the situation in your organisation.

4. Types of questions

Make use of both open and closed questions. Closed questions, such as scaled or multiple-choice questions, speed up the analysis. Open-ended questions allow employees to provide more detailed views and experiences.

5. Length of the survey

Keep the questionnaire short enough so that it doesn't feel like too much trouble to answer. Long surveys may reduce response rates and negatively affect the quality of responses.

6. Testing and piloting

Before rolling out the survey more widely, test it with a small group. This will ensure that the questions work as expected and that the structure of the questionnaire is clear.

7. Analysis and reporting

Plan in advance how the data collected will be analysed and reported. Ensure that the data can be used to improve the organisation. Good analysis helps to identify trends and prioritise development actions.

What can be learned from the exit survey?

The baseline survey can provide answers to many important questions, such as:

• What made the employee happy in the organisation?

• What could have prevented you from leaving?

• What could be improved in the organisation's practices or culture?

By looking at these issues systematically, the organisation can build concrete plans to improve the workplace. The results of the exit survey are not just feedback from the employee who leaves, but are a valuable window into the work of the organisation as a whole.

Finally

The baseline survey is a powerful tool when you put the effort into its design and implementation. It provides an opportunity for the organisation to learn and improve - not just for the benefit of outgoing employees, but for the whole workplace. Honest feedback is an asset that can help an organisation evolve towards a better future.