Why is structuring an exit interview important?
The exit interview process is a valuable tool for driving employee retention. They offer a practical way of obtaining purposeful feedback that you can utilise to benefit and improve your business.
Staff may leave due to a variety of reasons however, it’s good practice to have a sincere and open conversation about their experience to help you retain your staff in future.?
Advantages of conducting an exit interview?
For employers, they benefit from exit interviews as they gain a greater understanding of their employee sentiments. It allows them to recognise both positive and negative aspects within the company, giving them a more rounded perspective on recurring problems. Most importantly, exit interviews assist with reducing staff turnover in the long term, which will help maintain your employee's morale and productivity in the workplace.?
When looking at the benefits for employees, the focus is to provide a positive end to their experience (especially if there has been any negatives) and give them the opportunity to voice any opinions they have. In most cases, employees would’ve been a part of your business for a while so, it’s important that they’re made to feel valued.?
Disadvantages of conducting an exit interview?
It’s sometimes difficult to determine how reliable the feedback from exit interviews will be, as some employees may not be completely transparent (due to fear of burning bridges). Another flaw with exit interviews is that if the reasons behind them moving on are unfavourable, there might be a tense atmosphere during the exit interview which is often awkward for both parties.??
Coordinating a successful exit interview?
You can approach an exit interview in a variety of ways, usually you will discuss all the options to your employee and then select the method that suits them best. Ideally, the employee will initially complete a survey from which you can pull out any quantitative data that you wish to elaborate on, in a short face-to-face meeting.??
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Maintaining a level of confidentiality?
Finding a balance between knowing when feedback should be confidential and when it should not be kept confidential is often a tricky concept. However, remaining confidential is crucial if your employee wants direct and honest feedback; this essentially means that the identity of your candidate should be anonymous when delivering feedback. For smaller businesses this may be more difficult to navigate therefore, providing an ‘aggregate form’ of feedback may be a better alternative.??
In certain situations, the feedback you deliver does not have to obtain a level of confidentiality. However, it’s critical that you’re aware of which circumstances this applies to. Reasons for this should be thoroughly explained to the employee prior to the exit interview.?
Exit interview process checklist???
If you need more help, please reach out to your Account Manager or contact our Customer Services team.???
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