Recently, I watched a documentary on Tony Robbins. Tony was telling his audience to write down all the things that were getting in the way from becoming the person they wanted to be and then talked about “looking in the mirror.” This talk made me think of my business and how we conduct exit interviews.
Whether it’s a voluntary resignation or termination, we always ask the employee to complete an exit interview. It’s a very simple interview asking the former employee about his or her experience working for Group Management Services. In many of the exit interviews the employee talks about enjoying their time here, but their circumstances changed: they received a better offer, had a baby, a spouse is getting transferred, etc. Many have offered useful suggestions that we have acted upon such as “the sales manual needs to be updated, not enough holidays are recognized, need to have a more flexible schedule,” to name but a few.
These recommendations have all helped GMS become a better company, but they are definitely not the fun ones. The comments I really look forward to are from failing Sales Reps. You see, we have a very thorough sales process. We know how many calls you have to make every day. We know how many people you have to see every week. We know how many people you have to propose to every month. We know who is cheating by looking at the numbers. Thus, their suggestions are the ones I love.