Stop wasting time on exit interviews!
Pamela ?? Mumm
Activating Talent at Every Level, Driving Collecting Success and Growing the Business
I am shocked, amazed and appalled every time I hear people talk about the results they discover from an exit interview.?
They treat exit interviews like the slam dunk of a compassionate company who cares about their employees. ?
They brag about the changes that will be made.
They put the results in a slide deck for their All Hands Meeting.
They roll out new programs…etc…
This is a reactionary way to live and a mis-step for your business.?
As I’ve mentioned before, by the time someone has decided to leave the company, they are looking for justification for their decision.??
Listening and Focusing on people after they’ve left is a waste of time for you, your team, your business…it’s a lose, lose, lose formula.
Plus, the information isn’t true.?
The information isn’t reliable and the information doesn’t solve a problem for the people who are still on your team/in your company. ?
This approach solves a problem for people who are no longer in your company. If you are not going to have the conversation before they have left, don’t ask after they have left.?
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I know, I know…if you’re in the habit of doing exit interviews, right now you are probably defending your reason for doing them.?You're listing all the great things that have come out of them.?You’re justifying the juice being worth the squeeze.?
I get it…but it doesn’t change the fact that you are focused on the tail end of the horse. ?
Think about this:
If you were a basketball player and took a shot, once the ball has left your hands, there’s nothing more to be done. ?
The things that were in your control, angle, speed, rotation…have now passed.
Exit interviews are like watching the ball sail toward hoop, hit the backboard, bounce off the rim and then ask the ball, “Why didn’t you go in?”
It is so backward.?
If you want to lead yourself and your team toward a future focused, proactive, don’t ask the ball why it didn’t go in organization…
Let’s get in the game and play to win!
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Marketing Consultant | New Business Development | Business Relationship Management | Strategy
1 年Truth! If the exiting employee isn't invested in themselves or in the company to be willing to "right" what may be a "wrong" for the benefit of themselves, their fellow employees, and the organization before leaving, why in the world would an organization give them a stage to let them share the wrong, while they run toward the exit sign?