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Hungry Jack’s Automated Online Exit Interview Process Improves Operations


Hungry Jack’s is streamlining automated exit interviews for all employees by processing hundreds of exit interviews monthly – automatically taking feedback from all exiting employees who complete automated surveys after they have left the company.

With the automated exit interview tool, Hungry Jack’s has further automated their employee lifecycle by collecting critical information from every employee exiting the business. This process has revealed blind spots in its operations and has opened more possibilities for training. The tool is simple, quick and effective. Below is the complete Hungry Jack’s interview. Completely mobile compatible, the tool allows the employees to complete an online exit interview after they have completed their employment with the company. With all exit interviews being anonymous to everyone except the National Administrator, employees feel much freer to say how they really feel.

What are exit interviews? What kind of information and exit interview tips were you intending to gather with these interviews?

We wanted to collect data on staff exiting the business. We wanted to find out why people were leaving Hungry Jack’s, what we’re doing well and which areas we’re able to improve.

How useful has the collected information been?

It has been very valuable. The data has provided us information about facts that we did not know were occurring. This process has opened up more training possibilities. We have made significant improvement in many stores.

What were your objectives when you decided to launch this tool?

Our main objective was to get the ‘real information’ of departing staff in our business.

Did you achieve those objectives?

Yes, we strongly believed we receive great feedback from departing staff with our new comprehensive employee survey software.

How long did it take you to launch this tool?

It only took us couple of days to launch the tool. We designed the exit interview form, we asked stakeholders for feedback, made the necessary revisions, loaded the form on the platform and lastly, we started asking people to participate.

It has been very valuable. The data has provided us information about facts that we did not know were occurring. This process has opened up more training possibilities. We have made significant improvement in many stores.

Did you already have a process in place for exit interviews before using the World Manager automated online exit interviews?

We did have a process for managers; we used to do it by phone or face-to-face interviews. However, we did not have a process for crew members. Overall, we lose approximately 10,000 employees a year. This is a big number to tackle, track down, complete and manage. Doing the process manually is not something we could do effectively. Our new employee survey software has revolutionized this process.

How much prep work did you need to launch this tool, and what value are exit interviews for employers?

Surprisingly it took us very little to launch the tool. Basically, we surveyed the team to find out what kind of information we wanted to gather and then we formulated the right questions to collect that information.

What is the exact process and exit interview tips that you have in order to have the ex-employees to fill the exit interviews?

Our actual process is as follows:

  • Create any number of specific templates with exit interview questions we want to gather feedback on
  • Automatically send the exit interview when disabling the employee’s account
  • Analyze real time stats and reports

Any advice or comments you would like to provide to other users of World Manager about this tool?

The exit interview software is a great, simple and effective tool. They will gather great data and people can’t argue with the facts.

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