Who wouldn't want to know why a person is leaving their company? If the turnover rate is low, it can serve as a preventive measure; if
turnover is high, there's no better way to fix it than to pay attention to what those people that leave have to say.
When an employee decides to leave, it is essential to know why. Only then will we have the tools to motivate others to stay and to improve as a company. The only way to get that information is through an exit interview. In this post we are going to tell you exactly what an exit interview is and how to do it. Also, if you make it to the end, you can download a free template for your interviews!
What is an exit interview?
An exit interview or exit survey comes up when a person leaves your company. Managers or human resources managers conduct a survey to find out what is working and what is not working within the organization and to confirm why an employee is leaving their position. Highlight opportunities for improvement, promote engagement and improve the long-awaited
retention of
talent. Also, an engaging exit interview can turn departing employees into
brand ambassadors.
Employees are the assets that drive organizational success. Therefore, it is vital for any company to know why they continue, why they leave and where the organization needs to improve. Exit interviews are common in any organizational environment. The goal of an exit interview is to gather useful information that can help improve recruiting, talent management, and any wellbeing in the company.
If in a selection interview the person is usually asked why they want to join the team, in an exit interview we will try to find out why they have decided to leave the company, with the aim of improving and preventing other people from aso leaving the company.
How to conduct an exit interview?
Exit interviews are typically conducted by Human Resources. Depending on the size of the company and if it does not have a people management department, these interviews may be carried out by management or by a human resources service provider.
Here are some tips:
-
An attractive and agile design. Although until a few years ago interviews were conducted in person, by phone or by mail, thanks to Software as a Service, exit interviews can be done through an online model that allows interviewers to obtain much more quality information, since the employee will feel more comfortable and will be able to be more objective, developing answers that generate truthful and relevant information.
-
Don't burn your bridges. In an exit interview and farewell, it's very important that both parties are professional and that no one takes it personally. This farewell will be the last impression the employer and the employee give, and a good ending can always lead to a good beginning. Who knows if that person will come back some time later or if they will recommend our company to other people.
-
Learn about forms of leadership. The relationship with managers is one of the main reasons for turnover. Asking questions about the management of supervisors and the feedback received equips the organization to identify areas for improvement in leadership and also identify toxic bosses.
-
Create brand ambassadors. We should treat departing employees with respect and thank them for their time with us. What if they recommend our services at their next workplace? What if it helps us create new alliances? Or, simply, what if they managed to always remember us with love and gratitude?
What to evaluate and what to ask in an exit interview?
Some of the questions that are usually asked in an exit interview are:
-
Did you receive the necessary tools to perform the tasks of your position?
-
What is the main problem you have encountered in the position?
-
Has the training received in the position been sufficient and did it correspond to the actions being fulfilled?
-
Were the general conditions, the office and the work tools adequate and favor your productivity?
-
Have you had professional development opportunities?
The specific questions that are asked in an exit interview vary depending on whether the employees have left voluntarily or not, depending on their manager, their area, their job seniority... But there are a series of fundamental indicators that we must always evaluate.
Perhaps the employee is leaving because a better opportunity has arisen or because they want a change in their career. But it may also be that they leave because they are not content, because they are unmotivated, because they do not have a good relationship with their manager... We are going to share with you a free template so that at your company you can carry out Exit Interviews and not neglect your
organizational culture or your
Employer Branding
Download your Exit Interview template here