Effective Exit InterviewsHR Resource
April 12, 2013 — 2,523 views
It is a common scenario in any workplace to receive an application requesting for an employee discharge. According to the productivity and value of the employee, you try to talk to that person and convince him into staying with the organization. There might have been instances when you could successfully retain the person. But in cases where they are sure of their choice, you can gather a lot of valuable information regarding employer-employee relations before they leave. This can be done by conducting an effective exit interview.
Purpose of an Exit Interview
First, you need to understand that an exit interview is not to persuade a person to stay back. Rather, it is to find out the reasons they have for leaving the organization. When a highly productive employee chooses to leave, you can attain a lot of facts which can be taken into consideration for the benefit of the organization. This can help you to improve employee relations and retain the critical people.
Important Questions during an Exit Interview
During employee discharge, apart from the basic information, ask for the factors which made them come to this decision. Highlighting the primary reason will be beneficial for efficient employees. You can ask them the best and the worst thing about the role that they were performing and about being associated with the organization in general. This is also a good way to find out factors that would have made them stay back.
Ask the employee about his relationship with his immediate supervisor and if he has any suggestion for the supervisor or the top management. You can find out if your organization was providing sufficient training, growth, and benefits to your employees. Finding out whether they will refer people to the organization is a great way to understand the working environment you have created. You can conclude the interview by asking for suggestions for improvement.
Receive Information that Matters
It is best to keep exit interviews simple as no one wants to spend much time in filling out a sheet which will not be of any use to them. Ask them only questions which concern them. Conduct the interview in such an environment where they do not feel threatened so that they will answer honestly and provide you with genuine feedback. Scheduling the interview close to the last day of work can benefit you as the chances of getting authentic views and suggestions will be maximized. Technology based interviews have proven to be the best way to obtain quality information as compared to verbal, written, and telephonic.
Don’t just treat exit interviews like just another compulsory procedure for employee discharge; rather, explain its purpose. Tell the departing employee that this feedback will be used to improve the existing policies for better employee relations and to create a suitable working environment.
Sitting down with the direct manager or supervisor of the departing employee will also help a lot in understanding whether the claims made by the latter in the interview actually hold true or not. This way, it will be easier for you to understand the areas where you need to focus on to make your organization a better place to work.