How to conduct effective exit interviews for your employees

Key quotes:

• "When it comes to welcoming new hires to your organization, you’ll want to do everything you can to ensure that you’re providing the best onboarding experience and training possible."
• "Whether an employee is resigning or is let go, many organizations don’t have an effective, automated offboarding process put in place."
• "Furthermore, your company can gain insight on processes that may need re-evaluation such as improving talent management, onboarding, training, and performance."
• "Just like onboarding ensures that new hires are starting off the right foot, offboarding should be used to ensure that the employee is leaving your company in the best way possible."
• "Sometimes busy managers overlook this step, leaving the rest of the company surprised and questioning when it’s a departing employee’s last day."
• "HR managers may also want to consider providing any documentation regarding the employee’s retirement benefits and how they can transition them moving forward when benefits will become void, and if they will be paid for any unused time off."

Key quotes:

• "Stay interviews ask employees to assess what they like and dislike about working for their organization."
• "For stay interviews to be effective, employees need to know they can trust the interviewer specifically and their employer generally."
• "If managers have regular one-on-one meetings with their employees, then conducting a stay interview once or twice a year should be sufficient."
• "In fact, a great way to start every regular one-on-one meeting is to ask how things are going for the employee."
• "However, having HR conduct a separate stay interview can be helpful in cases where employees are not comfortable discussing these matters with their manager."
• "The following are questions you may ask during a stay interview."

Key quotes:

• "An exit interview is a process to conduct a discussion between a representative from the Human Resource department and an employee that is exiting or quitting an organization voluntarily or is terminated."
• "Therefore, it is very important to structure the exit interviews questions in such a manner that it doesn’t evoke any legal hassles and is able to extract candid responses from the employees."
• "Free ready-made employee exit interview questions template When to conduct an exit interview? Some organization conduct the exit interviews immediately after the employee yields their resignation, but it is always a good practice to wait until the last few days of their employment."
• "Conducting an exit interview will help management to collect the right information of any dysfunctionality within the organization that they would usually not come to know through an existing employee."
• "Another very important reason why an organization needs to consider such interviews with sincerity is it helps to retain employees."

Key quotes:

• "By making exit interviews a regular, best practice in your Talent Management process, you’ll be able to identify specific patterns and areas of improvement to increase employee retention rate in the future."
• "Nearly half of employees leave due to their relationship with their boss, so the interviewer should never be the employee’s direct manager or supervisor if you want honest and open feedback."
• "Below are a few sample questions we suggest you ask during an Exit Interview: Exit Interviews can help improve the workplace and contribute to the continued success of your company."
• "Consider engaging a neutral, third party to help gather open, honest and unfiltered feedback."
• "has a staff of highly skilled individuals who can provide support during the termination process to conduct the interview, as well as, assist you in exit results review and development of any required changes."
• "This article was originally published on the San Diego HR Consulting Blog Not sure how to help your managers get to the next level of leadership skills and communication?."

Transcript: Hi i'm tom pauls managing director for SEL search consultants limited i'm going to take you through the exit interview so you have an idea of what to expect and what to watch out for our goal is to help you transition into your new role as smoothly as possible the resignation is a three-step process step one is write and hand in your resignation letter step two is the exit interview step 3 go back to work for two or three weeks before you start your new job in this mini presentation we're going to talk specifically about the exit interview some of the pitfalls that you can watch out for if you wrote a clean resignation letter as detailed in one of our previous presentations you did not yet provide a reason for leaving so in the exit interview your boss will of course want to know why you've resigned so give them a reason just one reason something simple but hard to argue against do not give constructive criticism lots of folks are tempted to say what they don't like about the company and what they need to do to improve their employee retention but don't do... See more →

Key quotes:

• "Asking these questions will help you retain your best employees and attract new talent! Unfortunately, most employer neglect exit interviews and surveys."
• "In the current candidate driven job market, it is understandable that most employer rush into recruiting to find a suitable replacement."
• "However, conducting exit interviews or surveys is a crucial part of the offboarding process, both for the departing employee and the employer."
• "But exit interviews and surveys are especially useful for an employer."
• "Effective exit interviews can help improve the company’s bottom line by reducing turnover and​ ​the​ ​associated​ ​costs ​of​ ​hiring​ ​and​ ​training ​new ​employees."
• "In order to reap all the benefits of exit interviews or surveys, it is important to ask the right exit interview questions."