How to Perform an Employee Exit Interview
Many people shudder at the thought of performing an employee exit interview due to potential discomfort or awkwardness. However, not everyone leaving his or her job is doing so on a bad note. Regardless of the reason, an exit interview is good for both the employee and employer.
Call a SPGG professional at 478-254-8866 if you need guidance concerning employee termination and exit interviews.
Schedule an Exit Interview
Exit interviews are a great tool to learn how you, as the employer, can improve your company. Additionally, the exit interview may give closure to the employee and feel appreciated that his or her voice was heard. Schedule the interview as a one-on-one meeting. If too many “bosses” are in the meeting with only one employee, it may be overwhelming or intimidating.
Ask Questions & Be Receptive
Rarely does anyone leave a job without reason. Be intentional about asking the departing employee about their time with your company. Common exit interview questions include:
- How well do you feel you were treated by your supervisors and coworkers?
- What steps should be taken to make this company a better place to work?
- Do you feel you had adequate support from your peers and leadership?
Of course, the number one question to ask is “Why are you leaving?” Whatever their answer is, be receptive. While you may not agree with some answers, it is still how they feel and there’s a reason behind it. If you respond to his or her answer defensively, the employee may choose not to be honest during the remaining exit interview.
Implement Changes
Exit interviews have the potential to be extremely productive if the answers the departing employee gives lead to positive changes in the company. While not every suggestion may be implemented, it’s important to consider how your company can become a better place to work and make changes accordingly.
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