The exit interview is an employer’s opportunity to assess their organization from an employee’s perspective. The aim is to understand what of the organization should be improved, changed, or remain the same. The end goal? Talent attraction and retention.
Increase Retention, Decrease Turnover
When an employee is terminating their employment from your organization, it is important to take the time to understand their reasons for leaving. An exit interview is a helpful tool to:
- Recognize your organization’s strengths
- Pinpoint areas for improvement within your organization
- Manage expectations of the organization and of the employee
- Confirm the skills, knowledge, and experience required for the position
- Help foster a positive outlook for current employees by establishing an open environment that respects constructive criticism
- End the working relationship on good terms
Think of this process as a learning opportunity to retain valued employees. This leads to long-term benefits when it comes to the cost and time involved with recruiting. Ask for feedback that will help you identify the key drivers of employee engagement. Use this time to understand and improve the employee experience within your organization.
3 Things to Know About Conducting an Exit Interview
- Exit interviews are a rich source of information; this helps your business succeed through continuous improvement. It’s important to ask the right questions.
- These informal meetings see best results when conducted by a human resources representative, rather than the direct supervisor or manager of the employee. Ensure that the interview is held in private and as a face-to-face meeting for best results.
- The discussion is not a legal requirement; it is a company policy. If you plan to conduct exit interviews as standard, employees should be informed of this protocol by including a provision in the employment contract. Advise the employee that the information provided may be shared internally to better your business practices, unless otherwise indicated as private. Keep in mind, it is the legal obligation of an employer that the information provided during an exit does not affect the employee’s reference.
Exit Interview Takeaways For Employers
The exit interview benefits both the employer and employee. These meetings often take place as a HR tool that supports employee recruiting and attraction. The information from an exit interview can help to better align your business with a HR strategy that is positioned to keep top talent within your organization. Remember, actions speak louder than words. Interpret the exit interview and make it actionable. Listen carefully and ask the right questions.
Looking for more advice on how to conduct the exit interview?
If you have any questions about the exit interview, don’t hesitate to call Employer Line’s complimentary advice line. Let our HR experts at Peninsula help you, whether that be with an interview template, advice, or practical action. Call us today at 1 (204) 201-1609.