Exit Interviews – A Guide for Managers/Supervisors
The reasons why an employee chooses to leave are important to know. Exit interviews should be carried out with all departing employees.
A successful exit interview can provide us with information in respect of training and development, line management, and general employment practices. Departing employees are in a position to provide information in an environment which is free of any fears of subsequent consequences. It is an opportunity that should not be lost.
When an employee leaves they may take with them a significant amount of knowledge and experience, which could be of immense value to the organisation. Exit interviews provide a mechanism for staff that leave an organisation to share their work life experiences, and for the organisation to receive suggestions for improving employment conditions.
The exit interview process should be looked at in a positive way as an opportunity to build good employee relations and as a method of refining retention strategies. It can help us to identify areas of concern in employment conditions within the organisation.
The interviewer should express his or her appreciation at the departing employee's co-operation and stress that all information given is private and confidential. Open-ended questions allow for plenty of expression from the departing employee and room should always be left, at the end of the interview, for general comments and suggestions.
The exit interview process may include the completion of the questionnaire, followed by a face-to-face interview. If employees do not want to participate in the exit interview, they should be encouraged to complete the questionnaire on their employment experience. The voluntary nature of the process should be emphasised. The aim of the interview is to capture comments on the organisation, in order to improve both the employment environment and the service to customers/clients.
To view our Exit interview Sample Questionnaire, please Click Here.