Team member resigns and in your haste to find a replacement you dismiss the thought of carrying out an exit interview………..
BUT exit interviews can provide valuable information to a company which can help to assess;
- What you do well
- What areas could be redefined or enhanced and
- What areas require improvement
Here are our top tips
- Arrange the exit interview the week (or a few days) before the employees end date and ensure the person carrying out the meeting is not their line manager.
- Use an exit interview form this will ensure that you are applying a consistent approach and where possible, support this with a face-to-face meeting. This will generally result in more conversations that are productive.
- Make the employee aware that any information disclosed and shared as part of the exit interview process, will only be disclosed to those that need to know i.e. e Board/Senior Management and will only be used for the purposes of improving, refining current areas or to highlight trends and themes.
- Be prepared, whilst team members are more likely to give you an open and honest review of their experience with the company during the exit interview, some may be brutally frank with their responses.