by Ann Gabriel | Negosentro.com |
People leave jobs for many reasons. Be it personal or work related, it’s important to find out the reasons why one has decided to leave the organization. Resignations should not close doors but open rooms for improvement and growth both to the employee and to the organization.
Employees who leave, given the opportunity to share, can provide constructive feedback and valuable information to help the department and company improve. Although some criticisms are hard to respond to, the critical issues should be addressed to prevent the recurrence of the same issue and increase employee retention.
What are the key points to consider when conducting exit interviews?
Exit interviews should be scheduled on one of the last days of the employee. This should be brief and conducted face to face.
2. Explain the process
Not all employees understand why they need to be interviewed before leaving the company. Be sure to explain your company’s process and how the information will be used.
3. Give the right questions
Aside from asking them their reasons for leaving, you can ask them what they liked about the company, how it helped them grow and their recommendations to further improve the organization. Asking open ended questions will help you solicit information.
4. Don’t be defensive
Criticisms are not actually meant for you so don’t try to correct them. Never get defensive or confrontational.
What should I include in my interview?
- Employee’s basic information
- General impression of the company (strengths and weaknesses)
- Reflection of his time spent within the company
- Reasons for leaving
The key to conducting an effective exit interview is when you create an environment that will help employees give you honest feedback. Exit interviews should build a culture where employees will feel comfortable criticizing company’s methods, processes and practices without fearing of being labeled or creating a less favorable mark.