Exit Interviews

Exit interviews are an excellent tool for getting feedback from employees. Given they are leaving, employees are often much more open to providing you with candid feedback. The process involves interviewing employees who have resigned from the company to understand their reasons for leaving and gather feedback on their experience working for the organisation. The goal of exit interviews is to gather information that can be used to improve the company's work culture, management practices, and overall employee experience. In this blog, we will discuss the importance of conducting exit interviews in the workplace and how they can benefit organisations. 

 

It’s worth saying first that if employees are leaving (rather than being dismissed), they will often expect exit interviews. As such, it’s important that managers do not ignore or forget the importance of offering exit interviews, and/or leave the planning of the exit interview in the hands of the employee who is leaving. This can immediately send the message that an employee’s work and views are not valued, which can easily lead to resentment between employees and managers as an employee prepares to leave. You want any employee to have a positive experience leaving your organisation because, at the very least, the colleagues that are staying will be watching what you do. 

 

There will always be a reason or reasons for why someone is stepping away from the job. Exit interviews can therefore provide valuable insights into areas of a business that might need improvement. Management can use feedback from departing employees to identify patterns of dissatisfaction and where they can improve, and lead to businesses’ taking corrective action. Employee’s feedback can include issues related to company culture, management practices, work-life balance, and employee development opportunities, and businesses can use this feedback to improve retention and attract top talent in the future. 

 

It’s important to add that, even if an employee’s reason for leaving seems external to the workplace (e.g. maternity leave, career change, retirement), all employees should be given the same opportunities to provide feedback and be listened to. These can be a springboard to help businesses think about what might help employees stay in post for longer – could you offer funding for further training, flexible working hours, or the option to work from home? Exit interviews are an excellent place to ask why staying on at work was not feasible for the employee, which could help businesses implement new strategies in the future that reduce employee turnover. 

 

When employees are given the opportunity to provide feedback about their experiences and concerns, it sends a message that their opinions are valued. This can help improve employee morale, for the person leaving and for those staying on – if management sends a signal that they are open to feedback, this alone can help keep retention rates high. When employees feel heard and understood, they are more likely to leave with a positive attitude towards the company and could keep doors open for future collaboration with leaving employees. 

 

This is especially true for employees who have had negative experiences during their time at the business, who could leave with a more positive view of the business if they feel listened to at their exit interview. This in turn could help mitigate any fallout from an employee who is resigning; in today's job market, potential employees have access to a wealth of information about companies through online review sites, social media, and networking sites, so ensuring disgruntled employees leave well can reduce the risk of negative reviews appearing online. Conversely, when companies conduct exit interviews, it shows that they are committed to creating a positive work environment and that they are willing to listen to feedback from their employees - this can enhance the company's employer brand, particularly online. 

 

In some cases, exit interviews can identify potential legal issues related to discrimination, harassment, or other workplace issues. When employees feel comfortable sharing their experiences, they may disclose information that the company wasn't aware of previously. This can help the company take corrective action and prevent potential future claims from arising. 

 

Exit interviews are an important tool for any business who want to manage employees effectively. It is essential to conduct exit interviews in a non-threatening and confidential manner to encourage employees to be open and honest about their experiences. It can help to have someone viewed as external, such as a member of your HR team, to conduct your exit discussions. 

 

Contact us if you would like to discuss exit interviews – we have template questionnaires and lots of experience to support you.