Exit Interview

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IT MIGHT BE SAID THAT IT IS THE IDEAL OF THE EMPLOYER TO HAVE PRODUCTION WITHOUT EMPLOYEES AND THE IDEAL OF THE EMPLOYEE IS TO HAVE INCOME WITHOUT WORK

…E.F. SCHUMACHER

I CONSIDER IT THE HIGHEST COMPLIMENT WHEN MY EMPLOYEES GO OUT AND START THEIR OWN COMPANIES IN COMPETITION WITH ME. I ALWAYS SEND THEM A PLANT TO WISH THEM WELL. OF COURSE, IT’S A CACTUS.

…NORMAN BRODSKY

KEY FACTOR:

Understanding how employees experience your organization is crucial to improving retention of top talent. Two ways to assess this experience are by surveying your current employees and surveying employees who have chosen to voluntarily leave the organization. Both groups of employees can provide you with a wealth of information about what makes employees stay or leave your company. Exit interviews access information that can help shape retainment strategies and provide more informed decision-making. Often, exiting employees share some dissatisfaction with the company or with their position. If employees are thought of as “alumni” who may have future relationships with the organization, it requires that care be taken to ensure that the exit process provides an opportunity for expressing the cause of leaving. Exit interviews are key to organization improvement since rarely will you receive such frank feedback from current employees. You’ll find that some items were resolvable with earlier information but others are not, such as the desire for a large salary increase.

ACTION ITEM:

Put together a list of questions that will inspire the exiting employee to open up and share with your company. Some example questions are:

• Tell me how you decided to leave?
• What could have been done earlier on to prevent this from happening?
• What do you wish would have happened?
• How do you feel about our organization?
• What could you have done more or better for us had we given you the opportunity?
• What extra responsibility would you have welcomed that you were not given?
• How would you describe the culture or feel of our organization?

We had a total of 40 exit interview questions. If the employee was cooperative we would ask them all. If they seemed a bit ‘put out’ to have to do the interview we would pare down the number of questions we would ask. Just be sure the paring of the questions, when necessary is always the same paring.

IMPLEMENTATION PROCESS:

You are most interested, during the exit interview, in the feedback of employees who voluntarily terminate their employment with your organization. However, don’t miss the opportunity to ask for feedback from employees you fire. You may obtain useful information during the termination meeting with employees you fire. Exit interviews are commonly performed in person with the departing employee. Some companies use written questionnaires to conduct exit interviews. I believe talking with the departing employee will more completely explore and understand his or her views during the exit interview.

The exit interview questions you ask are key to obtaining actionable information. Start your exit interview with light discussion to help your departing employee feel comfortable answering your questions. Assure the employee that no negative consequences will result from honest discussion during the exit interview. Explain that you will use the information provided during the exit interview, in aggregate format, to help your organization improve and retain valued employees.

We did not mail final paychecks to our terminated/resigned employees. They were required to come to the office, return any items they may have and participate in the exit interview. As with employee surveys you may receive more honest answers if your exit interviews are conducted by a third party interest.

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Exit Interview Questions (Spanish)