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Every employer knows an exit interview can be uncomfortable for both parties, the employer/HR representative and the employee who has resigned or been terminated. Some would opt for a root canal instead. But exit interviews can be extremely beneficial for many reasons, not just identifying why the employee is leaving.
In the case of a potentially disgruntled employee leaving, an exit interview gives you the opportunity to review any unanswered questions, and even resolve unanswered issues. Allowing the employee to be open and honest about their work experience reduces possible bad-mouthing after their departure and gives you a forum for clearing up any miscommunications or misperceptions the employee may have.
Here are a few sample questions that could be used in your next exit interview:
- What is your main reason for leaving?
- Would you recommend this employer to friends or family?
- What did you enjoy/dislike about your job?
- What improvements would you suggest about your working conditions/management support?
- What do you think it takes to succeed at this company?
- What does your new employer offer different to this company?
Other benefits to conducting an exit interview include help in making sure job descriptions are up to date. It can also serve as a method of evaluating the culture of your work place. The knowledge gained could help improve employee retention and reduce future turnover.
And, just as important in today’s market for future employees, information gained through an exit interview could help evaluate your competitiveness in the future employee pool.
Even though an exit interview might not be the most preferred task you face, they do have an upside and, can end up making your job easier.
P.S. Don't forget that if you have 10 or more employees, it is your obligation as an employer, to post your 2010 OSHA Form 300A "Summary of Work-Related Injuries and Illnesses: until April 30, 2011. Don't know what OSHA Form 300A is? Call us, we can help.
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