a Structured Approach
treat an exit interview in a casual manner or as a formality, ensure that it has
a structure and purpose to it. Remember that the more you can find out about why
an employee is leaving the more opportunity this gives you to make improvements
to the organisation to prevent further resignations. Perhaps the most useful tool
is an exit interview form which lists a series of questions you might want to
ask. Take time to prepare your own exit interview form or download a template
at a site such as this.
Ensure Appropriate Staff
Conduct the Interview.
Ideally you should always use a
neutral third party, perhaps a member of the human resources staff or a senior
manager to conduct the exit interview. This needs to be someone who is unconnected
or has had little day to day contact with the employee rather than a direct line
manager, to encourage them to be as open as possible.
the right environment is essential to an open and honest discussion. Aim to arrange
the interview in a neutral office away from the employees day to day workplace.
Ensure that the room is not too imposing or confrontational. This can be done
by arranging seating in a circle rather than having the employee facing a panel
Remember if the employee has been particularly
hardworking it is better to leave them with a positive picture of the organization
and to leave the door open for them to return if it doesn't work out at their
new place of work.
the employee may be leaving the organization, it is important to guarantee confidentiality
of their exit interview discussion to encourage them to be as open as possible.
Staff will soon learn not to reveal their real reasons for leaving If they hear
about why other colleagues have left from gossiping exit interviewers.
Exit Interviews in the Final Week of Employment.
is important for an exit interview to be effective. Don't rush to conduct the
exit interview as soon as the employee resigns as they may not be as open about
their real reasons for leaving if they know they still have four weeks of work
remaining. They may fear that information could leek to colleagues about their
reasons for leaving or that they will be treated harshly for the remainder of
their time with the organization.
Don't Get Defensive
the interview their will undoubtedly be things said by the employee about the
organization or working practices that you don't like. Don't become defensive
as this will simply lead to a confrontational situation. Remember you want the
employee to be as honest as possible so listen carefully. You can always seek
to verify information after the employee has left and the details they provide
may prove beneficial to improving staff retention in the future.
a Written Record
Having a written record of the exit interview
is essential to enable you to act on concerns raised to reduce the chances of
other staff leaving.
that exit interviews are all about understanding why employees leave so that you
can take actions to improve organizational practices.
Article contributed by J
Dawkins. Copyright. Reproduced with permission.
an Australian-built exit interview survey tool:
is an Australian built online feedback and survey tool used extensively by Australian
and New Zealand based organisations to discover the real drivers and motivations
of your workforce. The tool can also be used by HR to conduct cost effective exit
interview surveys, staff climate surveys, training needs analysis surveys, and
'new starter' feedback surveys to name a few popular uses.
complete the form below to arrange your FREE custom-branded exit interview demonstration
and a PeoplePulse pricing and information sheet.
the form below, a PeoplePulse representative will contact
you to discuss your needs and current situation. From there
we will set up your demo and arrange a suitable time to show
the system to you:
Please be assured that your
correspondence with us is confidential. We will not divulge email addresses or
any other details you provide to outside sources.
above demonstration request form was powered by PeoplePulse.
Dawkins. Having worked in the recruitment industry for over
five years, I now write extensively on the subject of job search, interview tips,
Resume and CV advice. Feel free to ask as many questions as you like and get it
answered online. Visit my comprehensive blog dedicated to the Job Search process
The Jobsearch Expert Blog
Looking for the latest social
networking sites, then visit http://www.friendsandmoney.co.uk