How can you make sure employees feel valued during exit interviews?

In my experience of working in different brands of Hospitality industry : 1. Empathy 2. Genuine interest 3. Accountability Empathy has our focus on the exiting team member it is he/she that is pivotal. Genuine Interest has our 'balanced focus' as it is reciprocated equally, like the amount of interest we show in a conversation the same shall be prompted in by the receiver. Accountability now is the role of the "organization" to own the feedback the way it comes and to take measures around the points that have been taken. The last point in my years of experience is the most crucial in having an honest exit interview, the perception of the team that stays back is shared by cues and the staff knows if it will be of any use to share!

It is important for the HR to go prepared for the discussion. Know the backgound and history fo the employee you are talkng to. Understand what led to the point where employee decided to resign. In my experience, almost 50% of the times, the trigger is non monetary. Understanding the triggers can help you build an employee friendly organization over time. During the discussion, HR needs to understand and respect the employee's decision to resign. Try to see if there is a mutually acceptable way for the employee to stay back. If not, part ways on good terms.

The goal of an exit interview is not just to gather information but also to leave a positive lasting impression on the exiting employee so that they can become brand ambassadors for the organization . One can make employee feel valued by- -Acknowledging employees contribution -Seek suggestion to make improvements ,this could be beneficial for the organization for implementing improvements - Last and most important plan interview to listen empathetically without getting defensive

What comes to mind with regard to exit interviews… Do: -consider leveraging an external, independent vendor to facilitate the conversation and provide analytics -take action -allow the employee time to participate, even up to 90 days after exit -accommodate video or phone preferences -do set expectations on what may not be able to remain confidential -thank them! Don’t: -expect the employee to give feedback to their direct leader or HRBP -breach anonymity -send a survey call it a day -avoid sharing the trends with those that need to hear them.

I suggest opening the conversation with all the achievements the employee made during their tenure with the company making them feel appreciated. Make sure to set a forthcoming tone and allowing them to talk freely, and make sure you are actively listening to them. On the admin side, it would also be great to give them access to their employee files payslips, employment references or certificate etc. Make sure to share with them the date they will receive their last pay, and give them the email or number to call should they need anything else.

Ensure that the exit interview takes place in a confidential and non-threatening environment. Make the employee feel comfortable to express their thoughts and opinions openly without fear of retaliation.

When I receive a resignation notice I schedule their “exit procedure” promptly so they have the piece of mind that I am working on it and have made time for them. I try not to have it fall on their very last day to show them I value their time. My exit meetings include covering exit steps, benefits, property, etc and then a voluntary exit interview, and usually since I’ve answered their concerns and questions they are willing to stay on and provide some valuable feedback about their work experience.

In addition, set a pace where employee openup and participate actively in the conversation. Allow them to talk more. Listen to their suggestions/ concerns Voice modulation, choosing right words while communicating is also helps in allowing them to come forward and discuss fairly

The setting must be comfortable for the employee. It is always encouraged to be a private space where the employee and you can have a confidential chat. More preferably a meeting room or a private room where others can't see or hear. Also, you should ask him whether he's comfortable in this setting as a courtesy. If he is not, better to ask whether he is willing to conduct this session in a physical setup or in a virtual setup. It is true that some employees prefer to submit details in written format. So it's always better to ask them first

A) Reason for leaving -Resignation : 1. First Congratulate the employee and be genuinely happy for them if they are moving into a better role and opportunity with another company. 2. Then let them know their services are appreciated and they will be missed in the company . Thank them for their contributions to the company B) Reason for leaving - Lay Off : 1. Based on your homework on employee, let them know , how thankful the organization is, for their contributions. Even if the employee was lately not performing well , mention the genuine good work they did when they joined and were motivated. Keep it real and positive.

The exit interview can leave a lasting impression, for the good or bad. As stated, keep the conversation professional & respectful. This leaves a lasting positive impression. One strategy to add value to this exercise, when practical, is to summarize their journey, highlighting their growth & achievements. This provides a sense of closure.

The exit interview is an important tool that helps us to get feedback and which further helps us to improve in our area. As per my experience, we need to prepare in advance for the exit interview and need to start the conversation with his achievements and contribution towards the organisation.

Exit interviews should be conducted with a constructive and respectful approach. This is not the occasion for settling scores or rehashing past mistakes. Instead, it is an opportunity to genuinely listen to the departing employee's concerns and insights, both regarding their reasons for resigning and their recommendations for company improvements. It is imperative to ensure that the conversation remains respectful throughout, with the aim of leaving the employee with a positive impression of their relationship with the company intact.

Exit interviews is one of the most powerful instruments that helps to receive valuable insights on your organisation. Active Listening is a key here. I always pay close attention, avoiding interrupting, and show empathy, while focusing on understanding the employee perspective. Like on therapy session. And always assure that it is completely confidential. It is easier to achieve if you already had trust relationships. Building trust between people and HR during work helps to get valuable insights and improve the work culture even earlier and possibly you can avoid to conduct an exit interview with the key employee. But it is completely another topic

Let me share my story of exit interview. Before an employee in the company quits, I always try to conduct an Exit Interview myself. There are someone I invite them to go out for a drink or a meal together (which I named "Goodbye Lunch") instead of sitting in the office and asking the questions in the form. Once, a staff and I shared a lot about our point of views and future plans. At the end, he said to me: "Even though I've been to this restaurant and eaten here before with my coworker, but this time the food is so delicious. Maybe I get to talk to you, who understands me." Sometimes, employees leave because they are not understood and cannot be themselves. "Exit" a job, not "end" a relationship. Let's be respectful and empathetic.

It is all about experience that employees carry with them, employees are brand ambassador of our company. The way they are taken care during employment, while on exit and post exit also, the support that we provide has lasting impression on employees. The insights gathered during exit interview, should be analysed, check for patterns if any and share insights with concerned stakeholders. It will be a fair process if any actionables are derived from this discussion. Let the best practices continue and action points if any to be dealt with.

All individuals have a story to tell, and many times, those stories can be inspiring. The exit interview provides the opportunity to ask employees who are leaving to share their experiences about their journey at the company. Ask them what their learning was, what recommendations they have for future employees to succeed, what best advice they received from colleagues or top management that they want to share, etc. Exit interviews are not only opportunities to learn about areas of improvement or things we can do better but also a good way to learn what things have worked and what stories of success leaving employees can share with their colleagues or even with future employees.

Offboarding is an often overlooked and very underrated phase of the employee lifecycle when it comes to building a strong team culture. While some departures aren’t under the best circumstances, the vast majority of employees would be forever grateful to an organization who sent them off with praise and recognition for the contributions they made while employed there. For example, I love when organizations share the accomplishments of departing employees on social media for all to see. Not only does it likely reflect a healthy workplace culture; it also communicates to current and prospective employees that the organization cares about their employees’ career advancements and transitions.

Thank the employee for their efforts and acknowledge the specific ways they have added value to the company. Let them know that their contributions have been recognized and appreciated.

Highlighting employees' achievements during exit interviews is a fantastic way to ensure they leave on a positive note. It not only shows appreciation for their hard work but also validates their efforts. This can greatly enhance their self-esteem and leave a lasting impression. Along with highlighting achievements, it's also crucial to provide constructive feedback, giving employees a chance to learn and grow from their experiences. This balanced approach can lead to meaningful discussions and personal development.

I feel that an employee has to be given the same attention when he /she is leaving the company, as is when we are recruiting them. It shows that you respect their ideas and offers you the opportunity deep dive into finding causes for turnover of talented individuals from the organization. Though motivational models exist, human needs are ever changing. Thus a exit interview can be made a platform to revise the these models based on real feedback to better align HR strategies.

I believe offering support and resources during exit interviews is crucial. It shows that the company truly cares about its employees even after they leave. Great way to build a positive reputation and maintain strong relationships.

In the offloading process the one thing to remember is that the individual may not feel in comfort to share thoughts and facts. One good way to overcome it is to have a an exit questionnaire and allow time before the actual interview. In this part of the interview you should also invest time to support your employees by offering practical help and support for their next steps. We need to remember that our exit process should contribute to the person's entry process I to another organisation

Prepare a proper exit interview procedure. They should still feel that they are valued. Prepare list of topics that need to be discussed with them like reason for leaving, benefits, work environment and culture. Collect feedback from them about company policy and environment. All this interactions should happen in private space where they can open up. Not only on-boarding is important off-boarding is also very important to a company. In send off party, speak about their achievement and contribution by them which will make them emotionally attached to company even after leaving company and they will feel valued.It is not that they should be treated as special and irreplaceable. But they shouldn't feel mistreated because of dropping paper.

During a RIF I conducted I made sure to have a FAQ sheet on what the next steps would be. This included what would happen with their benefits, a list of job boards, and where to apply for unemployment insurance. I even offered to review their resumes if they wanted help with that. When people are leaving a company there's a good chance it may not be under the best circumstances, so make sure you make it as easy and painless as possible.

After the interview, consider sending a personalized email or note to the employee thanking them once again for their time, providing any additional support or information they may need, and letting them know that their feedback will be taken into consideration. Take thorough notes during the interview to demonstrate that their feedback is being taken seriously. This will also help you follow up on any specific concerns or suggestions they may have raised.

The best part of an exit interview and feedback is for the HR to try and implement at least one of the changes suggested by the employee. That experience makes the feedback process reliable and valuable. This pattern had helped us evolve better.

In my previous experience, I have been directly involved in a handful of exit interviews. It’s essential to view exit interviews as more than just a farewell gesture. They are a unique opportunity to collect invaluable feedback for organizational growth. Encouraging departing employees to openly share their insights into areas that need improvement is a proactive approach to leadership. But it doesn’t stop there.

Imagine doing something about things they highlighted or what is making them leave? And then going a step further by thanking them for highlighting it. That would be so good!

Make sure to explicitly tell the employee that the feedback they are sharing is valuable and that you are planning to do what you can to effectively utilize their feedback. They need to know that it's not just going in one ear and out the other... or that their feedback is just going to sit in a file somewhere and not be considered. Truly thank them for sharing their feedback!