Exit Interview

What Is An Exit Interview? 

A meeting between a worker and an employer, most commonly an HR professional, is called an exit interview. This is a chance to talk about job happiness or to give advice on strategy and direction. Companies generally ask employees about their thoughts on their jobs, organizational management, and other topics during exit interviews.

Purpose Of Exit Interviews

An exit interview's goal is to assess the entire employee experience at your company and find ways to increase engagement and retention.

These interviews, when conducted consistently and uniformly, can support the development of a supportive workplace culture. Therefore, one benefit of exit interviews is that they provide employees the chance to offer helpful criticism and leave on a favorable note.

Additionally, you'll find out the reason for an employee's departure—it might not be what you expect! Therefore, you often receive a lot of candid comments. The explanation is that leaving workers is generally more accessible than those who are still working.

What Are The Most Typical Questions Asked In Exit Interviews?

• Why are you quitting our company?
• What do you think might be done to improve management?
• Do you believe our company has aided you in achieving your professional objectives?
• What aspects influenced your decision to change jobs?
• Would you mind extending your stay a little bit?

How To Conduct An Exit Interview

When it comes time to conduct the interview, you should follow these procedures to make sure the discussion is fruitful, cordial, and impartial.

Every Departing Employee Gets An Interview

A company must conduct an exit interview with each departing employee. Some experts would suggest that you just do them with your top performers—the ones you truly want to keep—and stop worrying about "problems."

Communicate The Purpose Upfront

You should inform the employee in advance of the interview's objective as well as the date, time, and location of their exit interview. Explain that the goal is for them to share their opinions on their boss, department, or entire firm so that you may learn more about their time spent there. They should be aware that this is not the time or place for workplace rumors or disparaging of particular team members.

The Exit Interview Space Should Be Comfortable

The secret to conducting a successful exit interview is to establish a setting where the departing employee feels at ease giving candid criticism. Employees who feel comfortable speaking openly about their ideas are encouraged to critique procedures and approaches and are never penalized for doing so work in an environment that generates good exit interview feedback.

Ask The Most Important Question

Make sure the most important question you need to ask the employee is included in every leaving interview. You need to know why the employee initially started looking for a new position. 

Take Detailed Notes 

Take careful notes while the employee discusses their experiences with you and responds to your queries. You shouldn't feel obligated to answer everything they say; instead, pay attention more than you speak and make as many notes as you can.

The objective is to gather as much information as you can regarding the employee's time at the company and to report your findings in as much detail as you can.

Implement The Feedback

Whatever was expressed in the exit interview, the feedback must absolutely be put into action. What was the point, if not that?

The employee's ideas made during the interview may offer crucial information about structural flaws in their department or suggest strategies to enhance the workplace culture. 

Share them with their boss and the department director if the suggestions were tailored to how to enhance their department, especially if they said that they weren't the only ones who felt this way.

How To Bring HR Exit Interviews Into Your Business

Allowing the employee to meet with a manager and talk about a set of questions about their experience is essential for the effectiveness of exit interviews.

It's simple to introduce them to your company; all you have to do is:

• Create a series of common questions 
• Conduct the exit interview, which usually takes place at the completion of the employee's notice period. Many enterprises often have their final day.
• Save the findings for later use.
• You might take this opportunity to wish the employee success in their new position.
• It's best to part ways amicably because the employee could work for the company again in the future.

When Should Exit Interviews Be Conducted?

On the final day of work, an exit interview should be done and planned one week in advance.

A survey or set of questions to be asked during the interview might be included when making the appointment. This offers the worker an opportunity to collect their thoughts, formulate their points, and become more at ease speaking out. Additionally, it gives the interviewer a sneak peek of the employee's comments, allowing for a better-structured and more fruitful session.

Interviews, unfortunately, often disclose information that, had it been known sooner, might have been addressed and resolved long before the employee made the decision to go. Open and frequent communication between HR and the employee is essential for retention throughout the job relationship.

Conclusion

Conducting fruitful departure interviews is essential if companies want to find out why people leave and improve the employee experience going ahead.

The secret to transforming a company from the inside out is to do exit interviews. Businesses can maintain the staff they already have by understanding what causes certain employees to depart. As a consequence, employers will enhance their business culture, lower attrition, and increase productivity, creating a workplace that becomes better over time.