Conducting an exit interview is worthwhile when your company takes seriously the information it garners from an employee who is leaving the job voluntarily. It not only offers your organization a chance to gain constructive lessons, but it is a tool for transferring knowledge that is walking out the door with the employee.An exit interview can also:
1. Help smooth over relations with a disgruntled worker on the way out and possibly avoid formal complaints or lawsuits.
2. Offer insight into the culture and function of the workplace.
3. Help maintain a positive connection between the departing employee and the company.
Use exit interviews as a learning toolThe practice of conducting meaningful exit interviews can send the positive signal that the organization wants to learn how it can improve and not lose other good employees.
Hire experts to conduct your exit interviewsIf you don’t have an in-house human resources department, your company can still take advantage of the fruits of exit interviews with departing employees.
Don’t take exit interviews personallySome experts recommend waiting five to seven weeks after an employee leaves to conduct the exit interview, and then to have it done by an outside agency. That way the lessons can come back to the company in a form that it might digest and learn from rather than personalize and reject.
Review interview basicsAs with any employee interaction, the conduct of the exit interview must be done properly, even more carefully because the interviewee has less of a stake in the process as he is walking out the door.
Small Business Administration, checking approved questions from the Department of Labor.
- Tailor the interview to find red flags of possible discrimination or other legal issues within the company.
- For competitive reasons, find out where your departing employees are going and what drew them there.
- Take the process seriously so that the company learns from the findings of the interviews.