If done well, a company exit interview allows you to gather information about how your business functions on an employee level. From the top, seeing your employees’ day-to-day obstacles is hard. Enough exit interviews can help you identify patterns and problems you might not otherwise see.
However, exit interviews also have disadvantages. Many employees, even when departing, won’t feel comfortable being completely honest. They may fear it will jeopardize their chances of a positive reference down the line or burn a bridge if you don’t like what they have to say.
To get the most out of your conversations, here are some exit interview best practices to keep in mind:
Although a company exit interview can be helpful under the right circumstances, it is not mandatory. Exit interviews aren’t the only way to solicit feedback from your employees. Instead of a traditional exit interview, you can opt for an informal chat about the high and low points of your employee’s time with the company.
Ideally, though, you won’t wait until an employee is leaving to ask about their concerns. We think exit interviews are compelling because the employee has nothing to lose by being honest, but what does that say about the work environment we’ve cultivated?
Our employees should never fear that speaking up about a problem will cost them their jobs. The best way to receive honest, constructive feedback is to create a culture where it’s welcome. By doing so, we can retain more employees by fixing the problems they might otherwise quit over.
Collecting actionable information from a departing employee requires skill and practice. Click here for a complimentary meeting with Coach Dave to work on your list of questions.
Coach Dave
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