by Jessica Flora
Exit interviews are effective tools when used correctly. Not only do they reveal information about employees’ experiences, but they may also uncover underlying issues with a company.
The key to finding these underlying issues is to keep accurate records and study patterns related to what causes individuals to leave and their experiences while they are at the company. Common issues uncovered from exit interviews are the company’s turnover rates and discrimination problems.
The Survey Says
According to AAIM Employers’ Association’s 2015-2016 Policies and Benefits Survey of 150 St. Louis and Central Illinois businesses, 83.9% of organizations conducted exit interviews and did so on or before the last day worked. Furthermore, 87.9% of the organizations’ exit interviews were conducted by the HR department.
Issues to Consider
Review what questions are asked during the exit interview. Ask only questions that are relevant to the information the company is trying to obtain.
Deciding who conducts the exit interview is just as important as the questions asked. Having an HR representative conduct the interview makes the situation more neutral and inviting.
Both the departing employee and the HR representative should prepare for the exit interview. The departing employee should have time to think through the questions and provide thoughtful responses. The HR representative should prepare by evaluating the employee’s job duties, past performance and supervisor’s input.
Jessica Flora, PHR (solutions.team@aaimea.org) is on the Research and Solutions Team for AAIM Employers’ Association, which helps Missouri and Illinois companies manage their people and processes.
Submitted 8 years 170 days ago