Qualitative data: Exit interview results Staffing services has strongly encouraged the regional managers to carefully interview their managerial employees when they turnover. Because it is assumed that the regional managers will have some familiarity with the employees they are going to interview, staffing services has traditionally encouraged a friendly, informal discussion that will take place soon after the employee has turned in a resignation. Regional managers are instructed to, "ask the employees about what factors influenced the manager's decision to leave Tanglewood." The content, pacing, and direction of the interview questions are left to the manager's discretion. Because of these fairly loose guidelines, there is a great deal of variety in the form and content of these interviews. However, there are some broad areas of similarity among the responses. Daryl Perrone read through dozens of the interview reports provided by managers and developed the three most significant trends he noted. Departure because of superior alternatives One major reason managers say that they are leaving the organization is because they have found superior alternatives. Many of these managers express some regret about leaving, but at the same time, state that there are certain career outcomes that Tanglewood simply does not provide at the present time. Three representative statements from exit interviews are below: "As much as I love it here, I just can't pass up a job that pays 25% more per year to start in the high tech industry. I also think it's just time for me to try out some different work" Assistant Manager, Western Washington "I would stay if Tanglewood would help to finance my MBA. But I know they won't, and I know that my new employer will." Assistant Manager, Arizona "My new job pays me $10,000 a year more, and I can get my whole family on my health plan for free. From my point of view, that's a real no brainer." Store Manager, Northern California Departure because of dissatisfaction with the organization's direction A second reason many employees say that they want to leave Tanglewood is because they are dissatisfied with the direction of the organization. Although Perrone is reluctant to make strong statements about trends in these comments, he did notice that there appeared to be more employees from the eastern and southern locations who made these comments: "I came on board because I thought Tanglewood would be a different type of retail chain; you know, a place where people worked because they actually liked what they did. But for people like me who are working in a store that used to be run by Mirabelle [a former rival that Tanglewood bought out], that old culture of command and control is still there. It's too much of an uphill battle to make employee participation work here." Store Manager, New Mexico

"It seems like a lot of people in upper management here don't really know what they want, and that's frustrating. If I really thought this company had a mission, I'd follow it. But as it is, we seem to be constantly teetering between this 'participation' concept and standard retail." Assistant Manager, Utah Departure because of major life events The final common reason for employees to leave, according to exit interviews, is that some event outside of work has made it necessary for them to seek work elsewhere. The most common reasons are family events, such as the employee needing to take time off to care for a sick relative, the birth of a child, or relocation because of a significant others' job offer. Two typical examples follow: "It's hard for me to leave, really. I've been working with Tanglewood ever since I graduated from college fifteen years ago. In many ways, it's like a family to me. However, my wife just found a great opportunity in Chicago that we don't want to pass up" Store Manager, Eastern Washington "My dad's been really sick lately and I think that I need to be in Florida for him. You all have been great to me while I've been here, but family has to come first." Assistant Manager, Idaho

would you mind helping me with the following questions please and thank you!!

What concerns should be addresses about the quality of the data from exit interviews in their current form? What advice would you give Tanglewood to improve the quality of data they are receiving?