Most organizations would see employees leaving as a negative, and although it doesn't boost your retention rate, it can and should be used to your advantage.

Gathering Exit Insights is about learning from the leaving employee how you as a leader and organization could have done better. 

You can use the perspective of the leaving employee to form better retention strategies and improve your overall leadership performance. 

Here's how the QLT Framework would help you Gather Exit Insights:

• How to gather feedback that tells you what would have made them stay
• How to turn a leaving employee into a recruiter
• How to ask the right questions that leave you with retention fuel

Unfortunately, every employee you recruit doesn't live up to their potential and perform to their level of expertise.

Or maybe they do, but they are toxic to the environment and don't align with the values of your organization. 

When releasing employees, gathering info on these types of people is important. Maybe the employee is leaving not because they dislike you or the job, but because of the toxic environment created by another employee.

Here's how the QLT Framework would help you Address Bullies & Barriers:

• How to create consequences for poor performance
• How to give employees a place to share concerns
• How to identify a workplace bully

You don't have to accept the resignation of an employee. Create a time to discuss the desires of your employee and seek to understand their motivation to leave. 

From there you can offer opportunities for further training, promotions, new accommodations, and other value-adding strategies that would retain said employee. 

Employee turnover is almost always going to cost more than an investment in a great employee.

Here's how the QLT Framework would help you Rehire & Reposition for Growth:

• What questions to ask during the release conversation
• How to offer opportunities for growth
• How to accommodate an employee's desire to retain them

The release of an employee raises a lot of questions.

Who's going to pick up the work? Why did that employee leave? What are we going to do now?

Avoid silent transitions at all costs. This is a crucial period, where communication with your team is urgent. 

Addressing all the questions and creating a plan is a priority. Take ownership without shaming the leaving employee, and encourage your team to continue their hard work. 

Here's how the QLT Framework would help you Discuss Transitions:

• How to create a new plan (who picks up the work?)
• How to communicate employee release without creating tension
• How to quickly get back on your feet with less staff

Regardless of how good of a leader you are, it is impossible to avoid all employees leaving. It is guaranteed to happen. 

Don't take it personally, and express your gratitude for their work. 

When you express gratitude for both current and leaving employees, you create a good reputation for yourself and your organization. 

Your reputation during release loops all the way back to the first strategy, attraction. When you build a reputation of gratitude and sincerity, you release employees as recruiters who speak highly of your leadership. 

Here's how the QLT Framework would help you Release with Gratitude:

• How to express appreciation for the leaving employee
• How to release employees with a great reputation