While they may be uncomfortable, exit interviews can be extremely important for your company. Exit interviews take time and effort, but the feedback from departing employees can be invaluable. So, before employees skip out the door, conduct an exit interview to:
- Collect constructive criticism: Departing employees are usually more honest and forthcoming than those still in their jobs. Consequently, exit interviews give you an opportunity to receive unbiased feedback on your company’s culture, management, training practices, work environment, benefits and more.
- Improve employee retention: Use the employees’ reasons for leaving and feedback to prevent more employees from leaving for the same reasons. The reasons are likely to vary from person to person, but it’s important to understand whether it is a fault due to the organization, management or circumstances beyond your control.
- Uncover issues: An employee’s insight could bring light to an internal issue that needs to be dealt with, such as a toxic manager or ineffective training processes. Employ these insights to solve problems and better your company’s practices.
- Find closure: Lastly, an exit interview provides you with the opportunity to tie up loose ends by discussing the company’s and the employee’s rights and obligations after termination. This can also reduce your exposure to discrimination, harassment and employment lawsuits filed by former employees. Plus, you can discuss unused vacation pay and review any non-compete, confidentiality or post-employment agreements that the employee signed. Most importantly, treat departing employees with respect and gratitude. The goal is for an employee to leave as an advocate of your organization.
All in all, exit interviews are a cost-effective method to evaluate your company and discover why people leave. Welcoming constructive criticism and putting improvements into place will provide a better experience for current and future employees.