Exit interviews provide you with a great opportunity to learn from employees who are exiting your organization. You can learn a lot about areas that can be improved, the effectiveness of certain roles, and problem areas that need to be addressed.
Your ability to collect valuable insights is often based on the types of questions you ask during the interview. Check out a previous blog post, 5 Vital Questions to Ask Employees in an Exit Interview, to learn more about questions you should be asking.
However, there are also questions that you should refrain from asking during exit interviews.
QUESTIONS YOU SHOULD NOT ASK IN AN EXIT INTERVIEW
Here are some common question types that you should avoid asking departing employees during an exit interview:
1. QUESTIONS ABOUT SPECIFIC PEOPLE:
An exit interview is not your company’s opportunity to dive into questions about a specific person and their performance. While it is okay to ask questions about the exiting employee’s views on management, try to avoid fixating on a specific person.
2. QUESTIONS ABOUT OFFICE GOSSIP:
Avoid getting involved in office gossip or trying to get new information. It’s not the time or the place. The last thing you want to do is open up a new can of worms.
3. QUESTIONS RELATED TO PERSONAL ISSUES:
Avoid asking questions that are related in any way, shape, or form about personal issues the employee may have had with people at work, or outside the workplace. Keep the questions professional and work-related at all times.
4. QUESTIONS TO CHANGE THE PERSON’S MIND ABOUT LEAVING:
An exit interview is not the time to start asking questions or having conversations about getting the individual to stay. That conversation should be had when they submit their letter of resignation.
Avoiding asking these types of questions will help keep the exit interview focused on gathering information that can help your company improve, and it will also help you avoid any issues related to employee termination.
LEARN MORE ABOUT CONDUCTING EXIT INTERVIEWS
Check out these insightful blog posts to learn more about exit interviews:
Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.