Exit Interviews

Exit interviews get a bad rap.  Some people think they have value to the organization, others don't.   I read an article once by a headhunter who stated that "exit interviews fascinate me like cockroaches do."  His explanation was that no one knows why they exist, can justify or eliminate them and are likely to continue to survive.

Cockroaches aside, exit interviews are intended to help the company understand the full scope of reasons behind a voluntary separation.    With this information, an organization can determine and implement strategies to increase retention and reduce turnover.   If effectively structured, an exit interview will provide information that will:

1. gauge the effectiveness of current employment and business practices;
2. identify problems that contribute to turnover;  
3. manage employee expectations; and,
4. allow for the proper incorporation of new employees into the organization.

 In structuring an exit interview program the employer must decide:

1. Who:  Voluntary resignations?  Involuntary Resignations?  Or all departing employees?  (Not all turnover is undesirable.  As an employer you should be strongly interested as to why a valued employee quit.)
2. When:  Before or after the employees scheduled departure date?
3. How:  Face to face?  Questionnaire?  Third party platform?
4. Participation:  Mandatory or Voluntary?

One final recommendation, if you have an exit interview program develop a list of standard and open ended questions for all employees.  Ensure that no privacy rights (health related issues) are violated.  And most important, listen rather than talk.