Is There a Point in Conducting Exit Interviews?
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In the HR world, exit interviews have become a controversial subject. Some say that there's no point in exit interviews if the organisation is broken. But others think that exit interviews are a great way for a company to learn from its mistakes.
Of course, the actual answer lies in the middle of these arguments. An organisation suffers when it loses a valuable worker. The organisation will have to cover the costs of hiring and training the replacement, and that's just scratching the surface. Here are the other costs every time a great employee leaves:
- Loss of institutional knowledge
- The time taken for teammates to adjust
- Potential dip in productivity and team morale
- Loss of value to clients
You do not want your best employees to leave, so a logical move is to understand why they leave.
Before you conduct an exit interview
There are ways to prevent the loss of a great worker other than exit interviews, such as increased training, team development, and team check-ins.
But if your company has symptoms of a toxic culture or leadership based on fear, you have a bigger problem. An exit interview would not work here because such a culture will discourage honest and open discussions about what's not working.
However, it's worth conducting exit interviews if the company is experiencing an exodus of workers. The leadership will take a keen interest in finding out why the workers are leaving, which is how exit interviews can help.
Follow these steps to make the most out of exit interviews:
1. There is no point in waiting
You should conduct the interview before too much time has passed. The interviewee's mind would still be fresh, able to recall essential information and offer suggestions. You should pay attention to their emotions since it can be difficult for an employee who is departing.
There might be wisdom in scheduling another interview after a few months to settle the dust and allow for hindsight and clear thinking.
2. Ensure your goals are clear
There must be a point for exit interviews. Before you begin, find out what you are trying to gain.
Here are some goals for exit interviews
- To find out the job the employee is leaving for.
- To understand why the employee's new job is more attractive than their previous position.
- To assess managers, leadership, or team dynamics.
- To reveal processes that need to be reviewed.
Knowing the purpose and what you try to gain will help you plan the intended questions and prepare for the answers.
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Exit interviews are useful, but only if you will use them to improve the organisation.
3. Don't forget to review
Most HR staff forget about the interviews after it is finished. But there is no point in conducting exit interviews unless you want to follow up, analyse the facts, and use what you have studied.
4. Prepare for action
Once you have found out everything about the interview, it is best to set up action steps to integrate what you have learned. If you aim to see how your organisation compared to the competitors in talent attraction, your response will be different than if you want to reveal issues with leadership styles.
It would be best to lay out your goals and how you will reach them before and after the exit interview. If not, all will be for nought.
5. Start before it ends
A crucial part of growth and development is internal reviews. Yes, exit interviews are a great way to mitigate loss, but they are not a one-size-fits-all answer to reveal issues within a company.
If you want to improve the employee experience, find out the leadership issues, evaluate company culture, and drive the organisation positively. Please do not wait until an employee leaves to get their viewpoint.
Internal reviews should happen throughout the year, not once a year. As employers, it would be best to normalise feedback and open communication. Employers should also train managers to use constructive feedback.
Most importantly, employers should nurture a trusting environment where employees feel free to share their experience without fear of retribution.It may be uncomfortable for employers who are not used to this concept, but its positive effect on your company will be worth the effort.
Source: Q4intelligence
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