Your employees are going to quit. It’s just part of running a business. If you are lucky, this won’t be a regular occurrence. But, if it is, then it’s important for you to get the most out of an employee exit interview.
Exit interviews should not be a formality or just something that you do when an employee decides to leave your company.
“Make your exit interviews into something more than a chance to communicate information about benefits and other off-boarding matters. Simply going through the motions is a lost opportunity to get feedback about your organization and find out why you’re losing employees (especially valuable ones). Getting the perspective of departing employees can help you develop retention strategies for the future,” says Patrick Bell on care.com.
The key to getting the most out of exit interviews and learn about the reasons why your employees are departing is by asking the right questions.
QUESTIONS TO ASK EMPLOYEES IN AN EXIT INTERVIEW
1. WHY ARE YOU LEAVING?
While the most obvious, it is a question that you need to ask to get some insights into an employee’s reason for leaving. If a number of employees cite the same reason, then you know you have an issue that needs attention.
2. WHY DID YOU START LOOKING FOR A NEW JOB?
There may be non-company related reasons why an employee chooses to exit, and asking this question will help you understand their reasons for seeking employment elsewhere.
3. HOW WOULD YOU DESCRIBE OUR COMPANY CULTURE?
This will help you understand how people internally view organizational culture and see if there are trends with people exiting the company. They may also be more candid knowing they are leaving, giving you real insights.
4. IF YOU COULD CHANGE ANYTHING ABOUT YOUR TIME WITH OUR COMPANY, WHAT WOULD IT BE?
This will provide you with some insights into things current employees may want to see change and identify opportunities for improvement
5. HOW COULD YOUR ROLE BE IMPROVED?
How could we have provided better support? People often leave because they are not happy in their role. Perhaps it was not as advertised or there were issues with who oversaw the role. Answers here can help you make adjustments to the position before you fill it.
MORE EMPLOYEE RELATIONS ADVICE
Jesse’s role with AugmentHR is to seek out organizations that can truly benefit from our unique approach to solving HR and talent acquisition problems. After 17 years in the recruitment industry, Jesse is driven to educate on more efficient and cost effective ways to approach hiring. Jesse has worked in every facet of talent acquisition: staffing, corporate, consulting, and as an independent contractor. He has a keen interest in helping others and spends much of his time volunteering with non-profit organizations, like CivicAction, 360Kids and Treble Victor Group. Always on the move, Jesse fills the rest of his free time competing in a variety of sports. Jesse is a former 5 time Karate Ontario champion, military biathlon champion, and an Ironman triathlete.