Exit interviews should be conducted with employees, once they have resigned but before they leave the company.
There are many benefits of using exit interviews to gain valuable information relating to all aspects of the work environment, such as the work culture, day to day concerns, processes, issues around management style, workplace ethics and employee morale.
An exit interview is used to get the opinions of those leaving the business. This includes how they perceive it, and most importantly, why they would want to leave. Once employees have handed in their resignation and know they are going to be leaving they are far more likely to open up and be honest when asked to provide constructive feedback in terms of their feelings towards the business.
By examining and keeping track of the outcome of exit interviews over a period of time, you can begin to identify trends and patterns relating to why people are wanting to leave the company. It also gives you the opportunity to discover why staff turnover may be high in certain departments and to identify problem areas such as management communication issues.
However most importantly information gathered during the exit interview, can help to address problem areas within the business, in order to prevent more resignations.
An exit interview should typically be conducted by a neutral employee or an objective person not directly involved with the individual. This allows for objectivity, as well as the opportunity for the individual to be able to voice their concerns and gripes, without feeling awkward or threatened in any way. The individual is far more likely to open up and be honest around their reasons for leaving, if they are talking to somebody who is impartial, and not somebody they have been working with on a day to day basis, or one of their managers.
This extensive list of questions is necessary for you to be able to conduct an effective exit interview with an exiting member of staff.
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