AceNgage yXit Exit Interview Suite: Uncover the Truth and Build Actionable Insights

AceNgage's yXit Exit Interview Suite, which is designed to help companies understand the real reasons why employees leave and build actionable insights to improve retention. The program involves trained engagement specialists who conduct conversational exit interviews, helping to surface hidden insights and uncover what is left unsaid. AceNgage then converts the data into actionable insights and shares them with clients, along with recommendations for action planning.
The brochure highlights the following key benefits of using AceNgage's yXit Exit Interview Suite:
Uncover the truth: AceNgage's trained engagement specialists are able to get employees to open up and share their real reasons for leaving, which are often different from what they tell their managers or HR. This is because AceNgage's interviews are conducted in a confidential and non-threatening manner.
Build actionable insights: AceNgage doesn't just collect data, they also analyze it and convert it into actionable insights that companies can use to improve their retention strategies.
Free HR bandwidth: AceNgage takes care of the entire exit interview process, from designing the questionnaire to conducting the interviews and analyzing the data. This frees up HR to focus on other important tasks.
The brochure also includes testimonials from satisfied clients, a sample report, and information about AceNgage's value-added services.

1. 1

2. yXit
ExitInterviewSuite
●KNOWTHETRUTH
●BUILDACTIONSBASEDONDATA
●FREEHRBANDWIDTH
2
CopyrightofAceNgageInfoservicesPvt.Ltd.|Confidentialdocument
TM

3. 3
501,500
ExitInterviewsconductedsofar…andcounting!
CopyrightofAceNgageInfoservicesPvt.Ltd.|Confidentialdocument
9
Countries
10
Languages
210+
Clients

4. WHATOURRESEARCHSHOWS
*Basedonmorethan300,000interviewsconductedbyAceNgage
76%Varianceinreasons
forleavingstated
internallyv/stoAceNgage*
37%ofemployeesleave
companiesbecauseoftheir
immediateManagers*
37% 76%
4
68%
68%ofemployeesleave
thecompanydueto
Controllablefactors
32%
Onein3newjoiners
saidtheywere
misinformedatthetimeof
recruitment
CopyrightofAceNgageInfoservicesPvt.Ltd.|Confidentialdocument

5. WHYWEAREDIFFERENT
ConversationalExitinterviewsareconductedby
trainedbehaviouralpsychologists(Engagement
Specialists)
Engagement Specialistshelpsurfacerealreasonsandnot
outcomesforleavingthroughthoughtfulquestioningthat
‘peels away’ the masks thanks to the feedback being
‘anonymous’
Consistencyinapproachcreatesadeliberateand
penetrativeinterventionthatensurescompaniesget
consistentresultsfromtheirexitinterviewstoinformtheir
retentionprograms
5
Trained Engagement Specialists provide a consistent approach to the
entireprocessofcollectingfeedbackinawaythatisnonthreateningas
well as insightful. Organisations no longer have to worry about
inconsistentquestioningsystems andfeedbackmechanisms.
CopyrightofAceNgageInfoservicesPvt.Ltd.|Confidentialdocument

6. yXitARCHITECTURE
TheComponentsOfTheAceNgageyXitProgram
CUSTOMISATION
WHOASKSTHE
QUESTIONS
Questionsarecrafted
aroundtheunique
characteristicsofthe
client.Thisenablesatailor
made approach that
allows for broad level as
wellas‘deepdive’
questioningthroughopen
endedquestions
ORIENTATION
WORKSHOP
Thequestionsareasked
byTrainedEngagement
Specialistswhoknow
howtouncoverhidden
insightsandwhatisleft
‘unsaid’.Thisenables
themtocollectvaluable
information about what
isworking(andwhatis
not)
AceNgageworksclosely
with the organisation
fromthebeginning-
putting in place
workshopsthatallows
stakeholderstogain‘One
View’ontheprogramand
bringeveryoneontothe
samepage
6
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WHATDOWEDO
WITHTHERESPONSES
Thedataisconvertedto
actionableinsights which
arethensharedwithour
clients.
AceNgagealsoconducts
Actionplanworkshopsona
needbasisactivity

7. SALIENTFEATURES
WeareanISO/IEC27001:2013certifiedcompany

8. WeengagedAceNgagetoworkwithusto
improveoureNPSscore.TheAceNgageteam
didaseriesofgroupdiscussionswithemployees
across the Organization and also held 1on 1
discussionswithdifferentteamsandManagers.
The feedback that came of out if this exercise
wasextremelyvaluableandweatABBputin
some concrete measures to improve overall
employeeengagement.Wejustgotourscores
thisyearandwearehappytoannouncea35
NPSPointsimprovementinoureNPSscore.
-SheenaSMinhas
After engaging with AceNgage our retention
efforts have become more focused. The data
andinsighttheyprovidedalongwithindustry
trendshasbeenveryusefulinbuildingand
executingafocusedretentionstrategy.
-NathanielAntoniSasikar
-BabuBhaskaran
-RohitDhody
CopyrightAceNgageInfoservices|Proprietary& Confidentialinformation|
www.acengage.com
IhavefoundtheteamatAceNgagetobehighly
professionalandcommittedtothecauseof
engagement.Theyhaveanextremelyrigorousprocess
andensurecompleteandin-depthanalysisandaction
planning.IwouldrecommendAceNgageforany
organization on the path towards attaining higher
employeeengagement.
IhavebeenworkingwithAceNgageforcloseto4
Yearsnowandhavehadtheopportunitytouse
their professional services in the past 2 firms I
haveworkedforandthepleasureofcontinuingto
partnerwiththeminmycurrentassignmentas
well.
WEAREATRUSTEDBRAND

9. AFEWOFOURHAPPYCLIENTSACROSSINDUSTRIES
9
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10. SAMPLEREPORTATTRITION
ANALYSIS

11. Dec19

12. PleasenotethatwehaverecentlyintegratedourreportingwiththePowerBItool.
Typically,BIreportingisa preconfiguredfunction/feature/componentwithin aBIsoftware.Based ontheparametersset,BIreportingisgenerallyanautomated
processthatcapturesandreporton analyzeddata.Thesereportscanbeinformofstatisticaldata,visualchartsand/orstandardtextualcontent.
Whilewewillprovideyouwitha staticreport,weurgeyoutoaccessthereportonPowerBI
KeyPointsofhavingapowerBIdashboardaccess.
RichPersonalizedDashboards
oProvidesaunifieduserexperiencewiththecustomizeddashboardsandreportsthatmeetyourexact needs.
oCanhavemultipledatafiltersto analysisthe requiredreport.
NoMemory&SpeedConstraints.
oQuickly retrieveand analyzeyourdataeliminatesanymemory& speedconstraints.
oNolimitationonthe numberofreportsrequiredforadataset.
ExtractIntelligenceRapidly&Accurately.
oTransformdataintorichvisuals &accuratereportsforenhanceddecisionmaking.
oClickonanyof thedashboardchartsandtheclickwillreactasafiltertogetmoreinsightsneeded.
Howtoaccessthereport?
CheckinternallyifyourOrganisationhaspowerBIprouserid
1.IfYES–Please sharetheidandwewillsendthereportstothatid.
2.IfNO–Clickonthelinkhttps://powerbi.microsoft.com/en-us/pricing/topurchasePower BIPro.Itcosts ~INR660.00permonth.Pleasesharethesharethe
emailidwithus,onceyoupurchaseitforustosendyouthereport.

15. AcrossTenuregrids,theearlytenuregridof0-6monthshadthehighestcontributortoattritionat60%.Supervisor/SkipLevelreasonforexitsisthetopat
29%andUnhappywithRecruiterreasonforexitsat23%.AdrilldownintothisreasonrevealedthattheemployeeswereMisinformedByRecruiterin83%of
thecases.

16. AcrossDesignations,RelationshipManagerhadthehighestcontributiontoattritionat41%.Supervisor/SkipLevelwasthemostcommon Controllablereason
forexitsat26%.Adrilldowninto thisreasonrevealedthattheSupervisor/SkipLevelhadBehavioralIssuesin56%ofthecases.

17. AcrossLevels,L1hadthehighestcontributiontoattritionat57%.Supervisor/SkipLevelwasthemostcommonControllablereasonforexitsat31%.Adrill
downintothisreasonrevealedthat theSupervisor/SkipLevelhadBehavioralIssuesin50%ofthecases.

18. AcrossZones,Bangalorecontributionattritionat9%.Supervisor/SkipLevelwasthetopControllablereasonforexitsat64%.Adrilldownintothisreason
revealedthattheSupervisor/SkipLevelhad BehavioralIssuesin75% ofthecases.

20. Supervisor/SkipLevel:
IhadtoleavetheorganizationbecauseIwasnothappywithmyappraisals.Ihadcompletedatenureof2yearsandIhadgot2appraisals.Ihadgotaratingofsoandso.I
didnotreceiveanyfeedbackonmyratingforthepast2appraisals.Ihadaskedhimalotoftimeandhejustkeptignoring.1styearIwasokwithitasIthoughtIwouldgetin
the2ndyearbuttherewasnocommunicationinthe2ndyearaswell.Ihadsentmanyemailstohimaskingforthefeedbackbuthejusttoldmehewilldoitlaterbuthe
neverturnedup.IdidnotknowwhatIwasgoodatorwhatIshouldimprovedon.IfeltthatIwouldnothaveanycareergrowthinthisorganization,henceIdecidedtoleave
theorganization.
Iwasintheorganisationforabout4months.IhadtoleavetheorganisationbecauseIwasnothappywithmysupervisor(Name).Hewasveryunprofessionalinthe
organisationandheneversupportedme.MyroleinthisorganisationwasofworkingonTFOmachines.Ihadatargetof700-800permonthandIcoulddoaround400or500
permonth.IwasnotabletodobecauseIwasnewintheorganisationandIdidnothaveanyknowledgeabouttheTFOmachine.WheneverIwasfacinganissue,Ihadtried
approachingmysupervisorheneversupportedmeandintheendofthemonthheusedtopressuriseforthetarget.
Recruitment:
IwasacampushireandduringtheinterviewtheyhadnotspecifiedwhichlocationIwouldbeworkingbuttheyhadaskedmeformylocationpreference.Ihadinformedthe
recruiterXXXthatIamfromPunjabandIwouldwanttoworkwithnorth,henceDelhi,Mumbai,Hyderabadwouldbefineformeandhehadagreedforthesame.Aweek
beforejoiningIgotacallfromHRteamandtheyinformedmethatIwouldbeworkinginChennailocation.IwasnotatallhappywiththisbecauseIamaPunjabiandliving
insouthregionwasverydifficultformeasIwasfacinglanguagebarrier.Itwasdifficultformetointeractwithclientsasatthattimemostoftheclientswerespeakingin
Tamil.IfIknewaboutthelocationatthetimeofjoiningonly,Iwouldhavenottakenupthisjob.
UnhappyWith WorkEnvironment:
IlefttheorganizationafterafewyearsbecauseIwasnothappywithmycareergrowth.MyrolewasgettingsaturatedandIwasnotabletolearnanythingnewsothatIcan
competeinthemarket.MyrolefromthetimeIhavejoinedtheorganizationisofaCreditAnalystwheremyclientwasSMPs.IwasworkingfortheNorthAmerican
regulatoryteam.Iwasintoreportwriting,publication,industrycommentaryandmore.NowIwantedtoworkwithinvestmentsectors.Iwasplanningforachangeforthe
past1year.Ihadtriedforachangebuttherewasnoopportunityavailable.IhadspokentomysupervisorXXXaboutitatthetimeofappraisalsbutshetoldmethatthe
teamhadalotofattritionandIneedtobewiththeteam.IhadalreadystartedlookingforjobsandIgotabetteropportunity,henceIleft.

22. 74%oftheemployeesstateddifferentreasonsto AceNgagewhencomparedto whatwasstatedinternallytoXXX.Basedonthefeedbackcapturedinternally,controllablereasonscontributeto
2%ofthetotalattrition,whilethefeedbackcapturedbyAceNgageindicatesthat57%oftheattritioniscontrollable.

25. ThelowestscoreintheEmployerrelatedexperiencesectionwasforRole
Satisfaction,thiscanbetracedtoemployeesstating:
•LackofClarityabouttheprofile
•Incompleteinformationabouttheroleduringthetimeofrecruitment.
•Misinformedabouttherole duringrecruitment.
Thelowscoresreceivedby SeniorLeadership,canbedeciphered inthefeedbackbelow:
•Donotprovidesupportandarenotapproachable
•Visibilityandaccessibilitytoseniorleadershipverylow
•Verylimitedinteraction
EmployeefeedbackaroundGrowthOpportunitiesrevealedthereasonforlowratings:
•Employeesfeltthereweren’tmanyopportunitiesforgrowth.
•Lackofclarityovertheavailableopportunities.

26. Overalltheon-boarding experiencehasbeenapositiveone.However,itcangetbetterby workingonthebelowfeedbackprovided.
On-BoardingProcess:
•Noclearinformationaboutwhereandwhotoreportonthefirstday.
•Delayingettingtheofferletter.
•Inductionwasdelayed
TimetakenforRecruitmentProcess:
•Timegapbetweenroundswasmore.
JD& CurrentRoleMatching:
•JDandRole weren’tthesame
•Weren’tinformedaboutmarketingandtargets.
OverallFeedback:
•Timetakenduringtherecruitmentprocessistoolong.
•Matchroleandpeople’sskillsetsduringrecruitment.
•Properstructuredinductionisneeded

29. 30%
25%
19%
17%
16%
9%
17%
5%
12%
4%
Supervisor/SkipLevel IndividualFactors UnhappyWithRecruitmentBetterOpportunities-Pull
Factors
UnhappyWithWork
Environment
XXX SIMILAROTHERORGANISATIONS

31. LISTENING
TO
MANAGERS

32. ContactUs
AceNgageInfoservicesPrivateLimited
[phone]
[email protected]
ThankYou