I’ve been there—sitting by way of an exit interview, the ultimate dialog that formally closes the door in your job. My eyes have been swollen, and a lump fashioned in my throat because the interviewer turned on her digital camera. I wasn’t certain what to anticipate, what questions would possibly come or why the assembly had appeared so shortly on my calendar. I had by no means had one earlier than.
Because the interview started, she defined that it was firm coverage to ask me a sequence of survey questions, and I used to be requested to reply them truthfully. I nodded, and the survey started. I didn’t wish to be there—I didn’t wish to lose my job two days earlier than Christmas. However I agreed, hoping that my solutions would possibly enhance the corporate not directly.
That have stayed with me. Since then, I’ve typically puzzled if there’s a greater strategy to conduct exit interviews. Is there a proper or improper strategy to do them?
All firms are completely different, however there are methods to make exit interviews a bit of higher for these concerned. Let’s check out just a few.
Conduct exit interviews face-to-face
Based on Deborah McGee, president and CEO of PZI Group, a consultancy targeted on human assets outsourcing, one of many largest errors firms make is skipping exit interviews altogether.
“It’s a disgrace as a result of I feel they lose out on beneficial info,” she says. “It’s a possibility for the worker to debate points that they could have felt… or issues that presumably the corporate might have performed higher.”
McGee additionally emphasised that exit interviews needs to be carried out by human assets. This helps HR see what their inner managers are doing, whether or not in good methods, unhealthy methods or ways in which is perhaps detached, she explains.
She provides that exit interviews needs to be dealt with in individual, reasonably than by sending a survey to an worker’s inbox. “It needs to be performed head to head. If anyone’s leaving your group, it’s best to take the time to at the least spend 5 [or] 10 minutes with them,” she says.
Timing is one other key issue. It’s essential to not conduct an exit interview too early, as the worker nonetheless must work there, McGee explains.
At McGee’s firm, she prefers to schedule exit interviews two days earlier than the worker’s ultimate day. This provides them sufficient time to share their ideas whereas additionally permitting them to say their goodbyes and take part in farewell actions, like a ultimate lunch.
The aim is to make sure that they go away on a optimistic be aware and preserve a good relationship with each their colleagues and the corporate tradition, she says.
Watch what questions you ask
When conducting an exit interview, McGee suggests asking questions like, “‘What did you want about your place?’” She explains that it’s essential to keep in mind that no one hates all the pieces about their job.
Different questions to contemplate embrace, “What would you may have performed otherwise if you happen to’d had the chance?” and “Would you think about coming again to work for this group?”
McGee additionally recommends steering away from sure questions, akin to, “What didn’t you want about your supervisor?” or “Was there anybody particularly you had points with?” Whereas departing workers would possibly select to share these particulars, McGee stresses that the interview shouldn’t really feel like a witch hunt.
Whereas HR ought to have a information or template with inquiries to ask, it ought to function simply that: a information. Interviewers ought to take the time to grasp the person they’re interviewing—reasonably than merely studying off a listing of survey questions—and in addition remind them the place their efforts have been valued.
“Particularly in the event that they’re not leaving by alternative, then reward them for what they did for the corporate,” McGee says.
Don’t take suggestions personally
Exit interviews might be uncomfortable on each ends, particularly if the interviewee is hostile or upset, McGee says. It’s essential to acknowledge that the worker could also be going through troublesome circumstances, akin to dropping their insurance coverage.
“They’re in a extremely arduous spot that makes it uncomfortable,” she explains.
McGee additionally emphasizes that interviewers ought to keep away from taking detrimental suggestions personally. “It should really feel private as a result of it’s individual to individual,” she says, nevertheless it shouldn’t be taken that approach.
Total, an exit interview needs to be simply as essential as onboarding because it represents the worker’s ultimate expertise with the corporate. Due to this, it’s essential to grasp the aim behind the exit interview and be sure that it’s dealt with respectfully, McGee says.
What to do earlier than attending to an exit interview
Though exit interviews typically happen as a consequence of layoffs, they’ll additionally occur when workers select to depart for higher alternatives. Earlier than it will get to that time, it may be useful to examine in along with your workers whereas they’re nonetheless working in your firm.
“We truly do stay interviews,” McGee says. After six months or extra, she asks her workers, “‘Why do you stick with us? What are we doing nicely? How can we make it higher for you?’”
Conducting keep interviews addresses workers’ issues proactively and creates a greater work surroundings, McGee says, which helps workers select to remain reasonably than go away.
Picture by fizkes/Shutterstock.com
