Saying goodbye

Exit interviews can still be a rich source of information beyond just finding out why staff are leaving their jobs. 

When done well, exit interviews can: -

·    Uncover issues that can be addressed before they turn into tribunal cases

·         Provide information on how to improve procedures

·         Identify staff benefits in the company that are highly valued-make them even better!

·         Produce honest, focused feedback that you can act upon

·         Determine if any parts of the organisation have a greater loss of staff than others

·         Inform future recruitment, selection and retention campaigns

And formats can vary.

Three popular alternatives seem to be trending: -

1.      Some organisations arrange for exit interviews to be conducted in a face-to-face conversation, telephone or remotely with an objective representative for the company, preferably a Human Resources professional. 

2.      Some managers may wish to conduct exit interviews with their departing staff, but employees are not likely to be very forthcoming, especially if the reason they’re leaving is because of their manager and will stick with the “everything is fine, I just heard about this opportunity and it was too good to pass up” line. 

3.      Other options include providing a written survey for the employee to complete or using a computer-based survey.  When someone sits down in front of a computer or is given a form to complete, they’re more likely to tell all.  You may want to consider allowing employees to submit their responses anonymously if they choose to do so, but this may make it more difficult to determine specific issues that may need to be addressed. 

Some exit interview questions for you?

·         What’s your experience and/or advice about exit interviews?

·         When is the best time to conduct exit interviews?

·         Should exit interviews be conducted with employees who were dismissed?

·         What is the appropriate format for an exit interview?

·         What questions should be asked in an exit interview?

·         Who should review the results of exit interviews?

·         How should exit interview results be reported back to management?

I have a user-friendly exit interview template (word doc) I am happy to share.

Thanks.

www.qedworks.co.uk