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An exit interview is a conversation held with a worker leaving an employer that is normally done by Human Resources staff. For the company, it offers a chance to get honest feedback and useful information from the worker who is leaving the employment agreement.

In addition to HR staff, supervisors should also to conduct exit interviews. When a trusting relationship exists between a supervisor and a departing employee, the exit interview feedback can reveal detailed information that can lead to improvement and process development.

The exit interview is an essential part of any end-of-employment process due to both the valuable information that can be obtained and the continuation of a professional relationship, which could still hold benefits for the organization, such as employee referrals.

Anyone conducting an exit interview should listen carefully to what they are told and ask many probing questions. Active engagement reduces the chance of miscommunication. Exit interviews can be filled with many different emotions, which makes misunderstandings likely. Interviewers should write down what is said in the interview for later review and analysis.

Set the Stage for a Frank Discussion

Before an employee even sits down for an exit interview, they should feel the company values honesty and transparency. If the employee’s tenure is marked by a severe lack of trust, they will be very guarded in what they say and less likely to provide useful information.

Also, most people leaving a job don’t want to burn bridges. They’re predisposed to paint a rosy picture so they can move on. Exit interviewers need to reassure departing employees that things they say in an exit interview will not be held against them.

Start With the Positives

An exit interview can be an awkward situation. To get over any awkwardness, it’s best to start the conversation by talking about the positive experiences an employee had during their tenure. Departing employees should be asked for positive information on managers, procedures, company mission and compensation. Positive experiences of one employee can be used to hire and retain countless others.

Asking the Big Questions

While it’s nice to talk about positives, ultimately the exit interview should be about finding out why an employee is leaving. Occasionally, someone will be leaving for a fantastic offer they couldn’t refuse. Other times, someone might leave due to family or other personal reasons.

An exit interview is most useful, however, when someone started looking for a new job because they weren’t satisfied with their current job situation. Consider the follow ways to ask “the big exit interview questions:”

  • Why did you start looking for a new job?
  • Was there one event you could point to that causes you to want to leave?
  • What was it about the other company that caused you to accept their offer?
  • Did you raise concerns about your job situation to anyone and what was the response?
  • How can we create a better workplace?

At Action Group Staffing, we work side-by-side with our clients to ensure they maintain good staffing levels and retain their best talent. If your organization is currently looking for a custom talent solution, please contact us today.


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