Exit interviews can be one of two things: either very helpful or completely useless. With such a” hit or miss” type of discussion, one needs to tread carefully and understand what it takes to get the most out of an exit interview.
From a human resources perspective, when conducting an exit interview, the goal is to get the most out of the person being interviewed. It’s critical to consider some important factors such as the type of questions asked, the location of the meeting, and the way the interviewer and the interviewee communicate. All these factors help to obtain valuable feedback that is beneficial in shedding light on the organization’s strengths and weaknesses.
When making strategic decisions about the company or changes to organizational policies, feedback from exit interviews can help facilitate these changes. Here’s a list of what I think are the most important steps to take for conducting a successful exit interview.
For the company, effective exit interviews provide employers with insight on what they may not have done to keep a departing employee. This information teaches the company about any good experiences the employee had and helps to identify problems within the company.
For an employee, an exit interview will most likely be the last conversational interaction they will have with the organization. This means that this meeting is the employer’s last chance to get a candid review about an employee’s experience with the company. While, any positive feedback is good, the goal is to obtain as much negative feedback as possible. Negative feedback provides valuable input towards fixing issues that may impact others in your existing workforce.
When both parties focus on learning and knowledge-sharing, the purpose of an exit interview goes beyond just gathering information. The interview can help working relationships end on a positive note.
What are your tips for conducting an effective exit interview? What questions do you typically ask?
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