Exit interviews are interviews conducted with departing employees, just before they leave. From the employer’s perspective, the primary aim of the exit interview is to learn reasons for the person’s departure, on the basis that feedback necessary improvements can be implemented. Exit interviews (and prior) are also an opportunity for the organization to enable transfer of knowledge and experience from the departing employee to a successor or replacement, or even to brief a team on current projects, issues and contacts.
Good exit interviews should also yield useful information about the employer organization, to assess and improve all aspects of the working environment, culture, processes and systems, management and development, etc.; in fact anything that determines the quality of the organization, both in terms of its relationship with its staff, customers, suppliers, third-parties and the general public. Many employers ignore the opportunity that exit interviews offer, chiefly because exit interviews have not been practised in the past. Exit interviews can enable an organisation to investigate changes in trends over time allowing assessment of HR strategies.
Benefits of Exit Interviews for Employer:
1. Exit Interview is a tool that assesses: It helps in assessing
a) What drives an individual to leave an organisation? b) The aspects the employee valued? c) What the individual thinks needs to improve in order to increase employee engagement, performance and loyalty?
2. Exit interviews can also be used to find out if an employee is moving to another employer which can enable organisations to amend their HR strategy to target, attract and retain top talent.
3. An organisation can use the results from exit interviews to reduce costly turnover and increase staff productivity and employee engagement.
4. The results and analysis of exit interviews provide relevant and useful data directly into training needs analysis and training planning processes.
5. Exit interviews provide valuable information as to how to improve recruitment and induction of new employees
6. Sometimes an exit interview provides the chance to retain a valuable employee who would otherwise have left (organizations often accept resignations far too readily without knowing the exact reason why employee decided to leave the organisation, the exit interview discussion between the employer and employer provides a fair chance to retain a good performer and a valuable employee).
7. An organized exit interview allows the employer and employee to properly close the relationship so that:
• Organisation materials are collected • Administrative processes are fulfilled • Knowledge transfer and handover takes place • Feedback and insights are gathered through exit interviews • Other loose ends are tied and things can be closed on a positive note from both ends.
Exit interviews are nevertheless a unique chance to survey and analyse the opinions of departing employees, who generally are more forthcoming, constructive and objective than staff still in their jobs. In leaving an organisation, departing employees are liberated, and as such provide a richer source of objective feedback than employed staff do when responding to normal staff attitude surveys.