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Making an informed exit

机译：作出知情退出

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Reducing high employee turnover is a challenge for most banks. But to keep good employees, financial services organizations need to know the reasons employees are leaving so they can make appropriate changes to their policies and operations. But how do you get soon-to-be-ex-employees to tell you the real reasons they are leaving? And once you get those reasons, how do you aggregate those reasons so you can spot areas and issues that need improvement? Teresa Tanner, vice-president of human resources at Fifth Third Bank, Cincinnati, has found the answer in WebExit from Nobscot Corp., Kailua, Hawaii. The super-regional institution has used the web-based system for about two years, and Tanner says that the quality of exit interview information the system is able to capture is far better than any other types of exit interview forums, including face-to-face interviews and paper forms.
机译：对于大多数银行而言，减少高员工流动率是一项挑战。但是，为了保留优秀的员工，金融服务组织需要知道员工离职的原因，以便可以对其政策和运营进行适当的更改。但是，如何让即将成为工作的雇员告诉您他们离开的真正原因？获得这些原因之后，如何汇总这些原因，以便找出需要改进的地方和问题？辛辛那提第五第三银行人力资源副总裁特雷莎·坦纳（Teresa Tanner）在夏威夷凯鲁瓦的Nobscot Corp.的WebExit中找到了答案。超级区域机构使用基于Web的系统已有大约两年的时间，Tanner说，该系统能够捕获的出站面试信息的质量远远优于任何其他类型的出站面试论坛，包括面对面的面试和纸质表格。

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