Way to Go!

You’ve transferred all the music and photographs from the hard disk into your pen drive, have typed out a long goodbye mail that will guarantee a tear or two and have slowly started packing your belongings when the HR asks you to meet him/her in the cabin. You know it’s time for the Exit Interview. There’s so much to say, so much to vent but you know you will not be doing that. You are afraid of your boss giving a bad review of your work in case you reveal his bad management skills to the HR or the politics played by your colleagues. So you go the cabin and fill out the Exit Survey with good reviews, with lies.

This is not only bad for the organization but also for those who will be joining it in the future. Unless the employees suggest any place for growth or point out the problem areas, the company has no scope for improvement. The best solution for this would be anonymous surveys. The organization can mail the resigning employee an anonymous online survey and tell him that his views shall not be linked to him in any way. It’s only when the employees get the security blanket can you expect any kind of truth out of them.

In Or Out?

Nothing’s more annoying than someone forcing you to do something. I know many people who will not do something just because they were commanded to do it. But give them an option of doing it and they just might make you happy. It is, as if for these very people, the Opt-Out Notification feature was created. An Opt-Out Notification is the option to either allow recipients to refuse future emails about one particular survey, or if he so wishes, all future surveys. 

In fact, the CAN SPAM Act of 2003 states that a visible and operable unsubscribe mechanism is must in all emails. And that a consumer’s opt-out requests should be honored within 10 days.

Which means that incorporating an Opt-Out Notification in your survey invites not only helps you abide the law but also gets more responses. A win-win situation, if you ask me.