An exit interview is an opportunity to gain honest feedback from an employee who is leaving your company. While no one enjoys the exit interview process – since it indicates the company is now faced with filling an open position – the information gathered can be used to improve business operations and retain talent longer in the future. Following is guidance to assist organizations in navigating the exit interview process.
Create a Comfortable Environment
A member of the Human Resources team should conduct the exit interview in a private environment. Particularly if the employee’s manager or direct team had any influence on why the employee is leaving, this should provide them a safe place to speak openly. HR managers should let employees know that feedback will be used widely to assist both the individual manager and company as a whole in improving experiences for current and future employees.
Ask Relevant Questions
There are a number of reasons why an employee might choose to voluntarily leave a company: lack of recognition, poor supervision or treatment by superiors, personality conflicts with co-workers, lack of opportunity, or low compensation, for example. During the exit interview, the goal should be to gather more detail about the reasoning in order to assess if changes can be made internally to prevent additional employees from leaving the organization. Of critical importance is how the employee feels he/she was treated by their supervisor and co-workers. It’s also good to ask whether the employee felt he/she had adequate training and assistance in learning their job and if he/she felt workloads were fairly distributed among team members.
It’s important for those conducting exit interviews to re-state what’s heard to ensure feedback is accurately interpreted. Be sure to also ask follow-up questions to gather additional information and take notes that you can refer back to after the conversation.
Assess the Information
Once an exit interview has concluded, it’s time to review the information provided by the employee and work towards solutions that can be implemented to solve any underlying problems. Start by looking for any patterns that may have emerged. Have multiple employees stated that their job duties did not match their original expectations? If so, job descriptions may need updating or perhaps adjustments can be made to the onboarding process to give employees a more clear set of expectations.
Be sure to contact MFA Talent Management to assist with finding you the right talent for the long-term.