Create a Worthwhile Exit Interview

Companies today generally recognize the importance of the exit interview since they can be a source of valuable information. However, it is important to conduct exit interviews correctly, so that you can get the most from them and they don’t become a waste of time. Here are a few tips on how to do that.

1. The exit interviewer should be experienced.

The person conducting the interview should be an employee trained specifically for that purpose, someone who knows what types of questions to ask and who knows how to follow up to questions to get more information.

Also, it is best if the interviewer not be employed by the company, as this may influence the employee’s answers. If the company isn’t able to use an outside resource, then find an employee from a neutral department to minimize conflicts.

2. Wait until the employee has left the company to interview.

Some companies interview the person during their last days. This is not the best time to talk to them. The person is most likely going to be busy tying up loose ends. The last days usually are somewhat hectic since the person is wrapping things up. This is also a time when the person is probably more emotional and stressed. As a result, it is not the best time to conduct an interview. It is more productive to wait a few weeks until after the employee has left the company.

3. Maintain confidentiality

To get the most honest answers, you need to guarantee confidentiality to the person. Again, this would be easier to do if the interviewer is not employed by the company. Assure the person that there won’t be any negative consequences from answering honestly.

4. Be consistent

To ensure that your results from exit interviews are the most reliable, you need to make them as consistent and uniform as possible. For that reason, you should interview everyone who leaves the company, to get the largest and most representative pool of information possible. Also, you should ask everyone the same questions for a better comparison.

5. Questions should elicit information you can use to make changes.

You obviously want to know why the person is leaving. But you need to get information that will help you to improve your retention rates and reduce turnover.

Possible questions include what the person thought about how the company is managed, what they liked and disliked about the job, if they were given the necessary resources to do their job, if they were given clear goals and expectations, if they were given enough feedback, if they felt management fostered professional development, what they would recommend to make the workplace better. These and other similar questions should give you the information you need to take action to help improve your workplace conditions.

Companies in the Inland Empire looking for competent, reliable employees know they can turn to Arrow Staffing to provide these people. Arrow knows how to find the right people for the job, and knows how to assess their skills and qualifications to make sure they are the best fit for the job. Give Arrow Staffing a call today if your company is looking for qualified workers.

Stay-up-to-date.-Sign-up-for-the-Arrow-Staffing-newsletter_CTA4

Leave a Reply

Your email address will not be published. Required fields are marked *