Traditional exit interviews often focus on issues such as compensation, benefits and working conditions. If you have any injuries sustained during this process, seek medical advice and record such incidents. An exchange about topics of general interest is a good way to establish rapport with the employee. Analyse the results and bring them to the attention of the line managers. Perhaps the employee's commute or childcare needs changed. If there's an urgent issue, or the person wants to stay and you want to keep them, then act immediately or the opportunity will be lost.
Employers should inquire as to whether the departing employee has engaged in efforts to remove or retain confidential information. When an employee leaves an organisation they then have to take on the task of recruitment. The Exit Interview is a critical opportunity to do just that. The Center for American Progress estimates that it costs of an employee's annual salary to replace him or her. This allows for objectivity and for the departing employee to be allowed to comment confidentially. In addition to the exit interview, the employer should also consider conducting a post-exit interview or survey with the worker who left. Ideally the organization should have a documented policy stating how exit interviews happen, when, and by whom.
According to consultants in the human resources field, when the exit interview process is carefully and thoughtfully structured and conducted, and the results are evaluated and acted upon, its value is immeasurable. Regardless of who conducts the exit interview, however,employee participation should always be voluntary. He got all his salary when he has taken the legal battle and reinstated back to the company as per the judgement. In addition, outcomes of the interviews should be statistically measured, so they would be comparable in the long run. When conducted properly, the exit interview constitutes an extremely useful tool for employers in the departing employee context. In that way, possible changes in the organization have stronger basis, thus being easier to explain and enforce. During the exit interview, the employee might find it difficult to be objective and candid.
Businessballs Ltd assumes no responsibility for any errors or damages arising. This article was provided courtesy of , a career management center for construction executives. Knowledge transfer The days, weeks or months in some cases between the decision for the employee to leave, and the employee's actual departure date offer a crucial opportunity for the organization to gather important information and knowledge from the employee. Interviewing of this nature should only be done by experiencedresearchers, who know about the issues that may arise. Research from human resources specialists has shown that a structured exit interview process is a way to provide better information as to why people are leaving and to determine if there are any trends that may be expose in an organization and allow the organization to make some positive changes. Employers can also determine whether turnover is higher in certain positions and departments, whether there are management issues in certain areas, and whether the organization is offering remuneration which is in line with the competition.
. Filling in the survey helps the employee gather thoughts and prepare for the interview. . This information could be valuable all on its own or used with other exit interview data. That way, individuals know that there is an exitinterview process in place and they can read up on precisely how it isexpected to operate. That's a lot of commotion, but in the midst of this, it's important not to lose sight of the value and importance of conducting exit interviews.
Businessballs is a free ethical learning and development resource for people and organizations. The feedback and details uncovered in the exit interview need to be utilised, otherwise the exit interviews are a waste of time for everyone involved. Often, particularly in sales, there is suspicion and imagined threat on both sides, which rather weakens the chances of a helpful hand-over. You might assume your employees are happy if there are not complaints but your management might not be creating the environment you want for your employees. Exit interviewees are arguably more impartial too… because they no longer have to stay in your good books! This is an invaluable way to gain insights that you may not have been able to garner when an employee is still on the team. Typically, the interview is conducted by a Human Resources employee or an objective person not directly involved with the departing employee.
You want to create a discussion, not an interrogation. For many organizations, exit interviews provide a major untapped source of 'high-yield' development ideas and opportunities. Interpret, reflect and understand you can understand someone without necessarily agreeing. If these factors are in place, staff are often more willing to acceptlimited areas of dissatisfaction. Good exit interviews should also yield useful information about the employer organization, to assess and improve all aspects of the working environment, culture, processes and systems, management and development, etc.
The two most frequently cited reasons forleaving are better pay and benefits package or a better opportunity. The interview can also provide valuable insight about skills and abilities required to perform the job that the employee is vacating. Labor unions will play vital role in helping employees managing this situation. Analyzing the process is more trustworthy as it gives a more objective view. An exit interview should not only get to the bottom of why valued staff are leaving but form the basis of an action plan to stop them wanting to leave in the first place.
Importance of the Exit Interview In every business there are moments when employees leave and new ones come. The better your company culture is, the more likely your employees are to be happier, which will help with retention. The major disadvantage of legal fight is that they are usually time consuming, but your determination to take up the fight matters a lot for getting your job back. Giving employees a counter offer may sometimes work, but you are conducting an exit interview because the employee was already looking, so the counter offer really only serves as a temporary band-aid. Exit interviews are often overlooked, but they can be so valuable to your business. It should, if possible, be the last thing the employee does before leaving the premises permanently. So much depends of course on the atmosphere surrounding the departure.
The interview can also provide valuable insight about skills and abilities required to perform the job that the employee is vacating. Many organisations get an independent third party to conduct all theexit interviews because of such concerns about confidentiality. Do not over-commend or criticize. It is important to educate management and the human resources department regarding the importance of exit interviews, and the procedure for conducting successful exit interviews. The knowledge of the departing employee commonly has immense value, and the recovery of it is often overlooked altogether by the organization, until the employee has departed, or more likely been hurried out of the door holding the contents of their desk in a cardboard box.