How to conduct an exit interview, including top tips

The importance of Exit Interview

Tips for the employers

Exit interviews are the most popular method used in the organisations to investigate why staff leave as departing employees are generally more open and forthcoming than those still in their jobs. They can help expose any potential weaknesses in your organisation’s process, culture, as well as to help provide evaluation over the management, and share suggestions to improve employee retention.

In this month’s top tips HR Anchor advises what questions to ask at an Exit Interview:

What prompted you to begin searching for another opportunity?

This question helps to determine any lack of opportunity or perks your company could be offering to attract and retain top talent. For example, if you notice that many employees who are leaving report an absence of opportunity for advancement, it could be a sign that direct supervisors aren’t addressing employee career aspirations appropriately.

Did you have all the tools necessary to perform well?

From providing training and software access to discussions and performance reviews, direct supervisors hold a responsibility to ensure that each member of their team possesses the necessary tools and feedback needed to excel in their job role. It is critical to know whether employees feel abandoned in any of these areas so that the matter can be addressed to the supervisor as early as possible.

What did you enjoy the best and least about your job?

This exit interview question helps identify aspects that will entice future candidates about the job role and to realise how to set the right expectations for the job position? For example, if an employee who is leaving states that they were displeased with how often they had to commute as part of the job, you will want to ensure that your next hire is comfortable with travelling frequently.

Did you feel your hard work and achievements were recognised throughout your employment?

Recognition plays a crucial role in the employee experience. When an employee sees that a company notices and values their contributions, it increases their loyalty to the company, improves their motivation, fuels further productivity and can decrease the overall turnover rate. Where employees do not feel that their efforts were appreciated, a company bears the risk of losing that employee.

What suggestions do you have for the company? How could we improve?

From providing suggestions on the style of management and compensation and benefits to what types of snacks the company should stash in the pantry, it’s important to consider all kinds of feedback. While it may not be within your power to make all the proposed changes, finding out what employees’ value will help you understand how to improve the overall work environment morale.

Is there anything that would have changed your mind about leaving?

Often the leaving employee would mention something that would have persuaded them to stay which is acting as the catalyst behind their reason to leave. Such a reason is often something worth examining further. For example, where an employee says that they most likely wouldn’t have quit if the company offered more work flexibility, it might be a good time to explore options for remote working.