So, you have decided it is time to change careers, change who you work for, move out of the area and start over new. Turning in your resignation and having it accepted can be nerve wracking, but how about that exit interview?
Exit interviews are important for both the employee and employer. However, not all employers carve out time to meet with a departing employee, and that can be hurtful to both sides. Last week the Women at Work column focused on a young woman who faced “mobbing” by her employer. Although some coworkers and supervisors were out to get her, not all were. Those who stood by her through the past year told her to make sure she was honest and up front in her exit interview. At the time this column was written, she had yet to be contact by the Human Resources Department to schedule this important meeting.
Put you and your company in a different scenario for a moment. What if you began to lose longtime clients or customers who have used you on a regular basis? Would you want to know why? Wouldn’t you want to know what the problem, in their eyes, is? Wouldn’t you want to fix it?
If exit interviews are handled correctly, valuable information as to what is working and not working for your company is provided. Just like onboarding, offboarding can be of equal importance and value. If this process does not have its own section in your handbook, it should. As soon as an employee gives notice, schedule the interview.
Having questions prepared makes it easy to sit down and get to the heart of the discussion. Research provided several pertinent questions to be asked of the departing employee:
- What prompted you to start searching for another job or to switch careers?
- Do you feel your manager or supervisor gave you what you needed to be a successful employee?
- Did we provide the necessary training or assistance to do your job?
- What did you like best? What did you like least about your job?
- Were your achievements recognized?
- What suggestions do you have in regard to improvement for our company?
- Was there something we could have done differently that would have made you remain working here?
- Lastly, is there anything else you would like to share about your time here?
The questions above are just a small sampling of what could be asked; however, you should base your number of questions and their content on how long you have to spend having this discussion.
The last question in the list is an open-ended question that could take any direction, depending on the employee. Although it may be difficult to listen to those who tend to ramble, be patient and do just that – listen. Valuable information and ideas can be gleaned from this. Maybe you will learn something that is not all that pleasant or where things are going wrong, but it will be valuable nonetheless..
If you are wondering if there are other benefits from performing exit interviews, there are. Employees need to know their employers care about their opinions. What better way than to show them than by conducting an exit interview. Word of mouth travels fast, so you can guarantee the person who departed is still talking to “those inside.” Nothing says “we don’t care” more than hearing their former coworker never had the chance to share their thoughts.
Exit interviews can be awkward and uncomfortable, and they are easily avoided. But, not having one of these interviews may be a big mistake.
"Exit" - Google News
July 03, 2020 at 06:03PM
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Exit interviews: Uncomfortable but necessary - PostBulletin.com
"Exit" - Google News
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