Exit Interview: 5 Step Guide

Employees won't resign in January 2019 because of their job. The saying goes they'll quit because of their boss. Whilst this can be true in a number of cases, some HR departments may struggle to understand the genuine motivations for an employee's resignation. 

Contrary to the popular saying, the following are some reasons why employees resign.

• Employees leave when their job is not enjoyable,
• when their strengths are not utilised,
• and when they are not growing in their careers.

To capture genuine intelligence on why employees resign, here are 5 Exit Interview recommendations:

1. Have non-direct line managers conduct the interview. Preferably, a third party, external partner. Leavers do fear being given a negative reference despite HR's professional etiquette, but in order to learn how to improve the overall employee experience, you will want to capture genuine reasons for resignations. This is best achieved when a third party conducts the interviews or at the very least, a non-line manager of the leaver.
2. Ensure exit interviews are conducted face to face. Whilst this can be difficult for organisations with remote offices, investing time in capturing true research face to face will ensure you get a genuine sense of the reasons for departure. Contact Us for support.
3. Ask constructive questions to improve the overall employee experience. It may be uncomfortable to open the business up for criticism, but it in those moments you will learn the most about yourselves and how you can improve the employee experience.
4. Allow at least two hours for interviews. Employees who leave under a cloud may want to vent. In order to protect the reputation of your business, allowing leavers to vent in a controlled environment, leaving them with the sense that they've been heard and listened to, may prevent/reduce salacious posts being written online on forums like Glassdoor.com. Do not rush them.
5. Ensure notes are written up and shared with the departing employee for validation. Notes, validated by the leaver enables closure on positive terms. Notes are amicable and prove to the leaver that they've been heard. Notes also allow for a record to be kept of where the business performed well.

The exit interviews process consumes valuable utilisation of Human Resource time.

In partnership with your HR department, we will:

1. Conduct your Exit Interviews across the entire United Kingdom.
2. Capture more validated data because as a third party, we are one step removed.
3. Provide deeper, genuine insight into how you can improve your Employee Experience.
4. Enable HR to achieve Known KNOWNS status in the life-cycle of the Employee Experience

HR's No 1. Employee Experience Research Partner. Your First Step in an Holistic Evolution of Employee Experience by Capturing Genuine, Qualitative Employee Engagement Data

visit www.humancapcon.co.uk for more information.