It is always a difficult issue for management when an employee states their desire to leave the company. The reasons can vary from the employee wishing to find other opportunities for his or her career, or personal issues that compel the employee to take time off from work.
However, before the employee may leave the company, it would be helpful for employers to learn more about why the employee is leaving and how the employee felt during his or her stay with the organization. This information can be collected through exit interviews, and this article will help you conduct one that will give you all of the information that you will need.
We have also collected various samples of different exit interviews to give you a better view of how other fields handle this type of discussion.
Do you ever wish you knew what you could have done to keep an employee from leaving your business? With the help of an effective interview, you will be able to learn why the employee left you as well as what you could do to ensure that future employees do not leave your business for the same reason.
For the employee, it is the last chance to talk about the company. It should be an opportunity for the employee to review all of the experiences gained during his stay with the company, as well as affirm the contributions that he has made throughout his tenure.
When two parties focus on sharing information that they can both benefit from, then an exit interview can definitely end the employee-employer relationship on a good note. There are many times when employee feedback regarding how the business is managed is positive and, in the event that it is not, an exit interview gives you some insight on how can fix certain problems for your existing and future employees.
It is well worth it to meet face-to-face for the exit interview. Your employee is definitely going to appreciate the nice gesture and this would generally result in a productive conversation.
Another option is to have the departing employee sign up for an exit survey form. And once the employee has finished filling up the form, then you can proceed with the in-person meeting. It is best that you schedule the interview at the very end of the employee’s time with the company. This should be at least two days before the employee departs. Next, you should plan out what you are going to say to the employee and prepare all of the necessary questions.
You do not want the conversation to sound scripted, but you also do not want to forget any key questions that can give you vital information regarding the reasons why the employee is leaving. You should make sure that you ask some of the same questions across the board in every exit interview. This way, you will be able to compare all of the answers and then you can pick out all of the common responses.
You should open up the exit interview by telling the employee that he or she does not have to answer all or even any of the questions that you are going to ask. Also, you have to remember that you have to ask the employee if it is all right to share the answers with project management. In the event that the employee does not want you to share any of the information when you get important feedback from the interview, then you have to paraphrase the remark and ask the employee again if you could just share that particular part of the conversation.
Here are some questions that you need to ask during the exit interview:
While you have to be on the alert for any harassment or discrimination complaints or bad management that the departing employee is going to point out, you have to make sure that things do not get any worse. However, if the employee does mention any hostility or harassment that has been going on in the office during the exit interview, then you have to follow the standard procedure and address it as you would any other complaint.
An exit interview should focus on the company. So any information that you can gather is definitely going to be useful. It is going to be very helpful in making sure that the company can move forward and improve on anything that needs to change or be better.
This conversation also gives departing employees the opportunity to talk about their opinions and share what eventually led them to the decision to leave your company. However, you have to be very careful with what you are going to ask as it may leave a bad impression on a former employee.
So here are some questions that you should not ask any employee who wishes to leave your company:
Just about every interview should be able to help you identify all of the different opportunities for improvement within the company. Share any information that you have gathered from the exit interview with the departing employee’s supervisor or the next best person while the feedback you have obtained is still relevant.
Look for any patterns in the feedback from the outgoing employees so that you can identify all of the problems within your company. It is really going to be helpful if you decide to put the information within a sample spreadsheet so that you will be able to quickly scan everything and find any similar comments that can help your company out. In the event that you do notice a kind of trend, take it to the leadership team and consider any actions that should be taken in order to prevent any other employees from leaving the company.
You have to remember that an exit interview is not something that should be used to reverse an employee’s decision to leave. Rather, it should be something that will help you understand why both good or bad employees are resigning.
So if you want to know about this important information, then here are some tips that should be able to help you out:
In the event that you would like to learn more about exit interview questions, be sure to read the other articles on our website.