Conducting an Exit Interview
With the cost of job turnover ranging from 50 to 200 percent of an annual salary, it’s become increasingly important to understand what you’re doing right and wrong.
Participating in an exit interview is voluntary. Some reasons why people choose not to complete an exit interview:
- Too long
- Questions are invasive or confusing
- Fear of repercussions
Creating a process that addresses these concerns to increase the response rate. Communicating with departing employees about how feedback will enable organization to make improvements and reiterate its confidentiality. To foster a level of comfort, an online exit survey could be used. In-person interviews should not be conducted by immediate manager or supervisor; typically they are conducted by someone in HR, another manager or a third party.
Keeping interview simple is key. Interview process should be used to find out main reasons for employees departure, workplace morale, pros and cons of company and whether rules and responsibilities were comprehensible. It’s imperative to track all exit interviews and to watch for trends. This data becomes a great tool for developing programs that improve work environment and affect morale and employee retention. It will also show existing employees that you saw value in their feedback.