What Are Some Of The Best Exit Interview Practices
Employees quit because of personal issues, because of things at work, or because they want more growth opportunities. But the bottom line is that most eventually leave. Of course, there are those who stay and grow with the organization, becoming one with its vision and mission. To deal with that, an exit management process needs to be in place. And asking the right exit interview questions is an important part of that. A good exit interview process is conducted so that the organization knows the real reason behind the employee leaving and gets an insight into the exit. The employee too can benefit from an exit interview and know what changes can they bring about for a better working experience in the future. In this article, we will talk all about exit interview questions, the best practices, the dos and donts, sample questions, and a lot more. Consider this a complete guide to exit interview questions. What is an Exit Interview? To understand how effective employee exit interview questions are we first need to know what exit interviews are.
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How Would You Describe The Culture Of Our Company
This question isn’t probing for specific examples but instead will help you identify trends. As you keep track of employee exit interviews, watch for trends throughout to help you identify real concerns. Identifying trends can also help you separate legitimate concerns from the personal opinion of employees who are emotional or feel negatively about the company.
Should You Use The Same Questions Every Time
Definitely. By using the same questionnaire in all of your interviews, you can systematically evaluate and analyse the results. That is why it helps to be thoroughly prepared beforehand.
If the same criticisms, based on the same questions, come up repeatedly, that would serve as an immediate signal that something is wrong. In addition to that, it helps to check to see if any of the initiatives you have taken are then reflected in feedback from future ex-employees.
In general, ensuring the consistency of these processes means having an effective offboarding process, more generally. That is why an HR software, like Personio, is so important, as it can help:
- Store questionnaires.
- Keep a record of findings.
- Make sure that every step is carried out, every time.
Learn more about Personio, and our all-in-one HR software solution, by .
Exit Interviews: Your Ultimate Guide
24 min read A good exit interview process will provide simple, actionable data and insights that clearly pinpoint areas employers can work on to reduce unwanted employee attrition. Heres all you need to know about exit surveys, with tips and example questions.
An employee has handed in their notice. Maybe they just couldnt cut it. Maybe they got a better new job offer. Maybe you decided their time with the company had simply run its course or they fancied a career change. Who knows?
But where it is unwanted attrition losing high-performing or highly engaged employees for reasons that could have been prevented its a critical business issue. High employee turnover affects a companys bottom line: It costs a company approximately 33% of an employees annual salary to hire a replacement. Losing high-performing and engaged team members can affect other employees, your brand value, and your ability to deliver high-quality service and products.
So when an employee resigns, companies conduct exit interviews to gather honest feedback and understand the reasons behind their departure. Exit interviews are a great way to identify trends in why people leave the organization and learn from them to boost employee retention and improve employee morale.
Tip #: Make The Exit Interview One
Make sure you conduct an exit interview in a private setting, one-on-one – just an interviewer and a departing employee.
Conducting an exit interview in a public setting or in a panel style interview with multiple interviewers can be intimidating for your departing employees.
As a result, they might close up and restrain from answering your questions in a direct and honest way.
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What Are The Goals Of An Effective Exit Interview
An effective exit interview yields valuable information:
- Formally closes the employee/employer relationship in a constructive and helpful way
- Provides first-hand employee experience data and actionable insights on their environment, team, management, role, and company culture.
- Discovers if the former employee would promote your organization to other people in the
- Understands why they chose to leave, so you can see how this aligns with your companys attrition risk profile.
- Identifies any issues or areas within the business that need
The exit interview survey format is commonly used to make the best use of remaining time and support flexibility for a mobile, remote or international workforce.
How Could Our Working Conditions Improve
Working conditions cover a broad range of topics, including:
- Hours of work
- Work schedules
- Mental demands
Give Clarity With Respect To The Purpose
Just like the job interview, an exit interview process too should have clarity. Even though emails prepare the employee for whats to come in the interview, it is always better to give a clarification before beginning the actual conversation. The purpose of exit interview questions and answers is always to gauge what mistakes may have happened during the tenure of the exiting employee and how those can be worked upon for better work culture.
What Should I Consider Before Termination
Five Things an Employer Should Consider Before Firing an EmployeePotential Issue #1: Is the Termination Justified?Potential Issue #2: Are There Any Employment Contracts?Potential Issue #3: Will the Firing Come as a Surprise to the Employee?Potential Issue #4: Will the Employee Claim the Firing Is Illegal?More items…?
Do You Need To Set Up An Exit Interview Process
Yes, you do. Asking the best exit interview questions ensures that you know the cause of your current employee leaving. The information gained can be subsequently filed in the employee database. It helps HR in creating the right kind of work environment for attracting good candidates and retaining excellent talent.
Include Involuntarily Termed Employees In Your Exit Interview Program
We hear many objections regarding conducting exit interviews for employees who have been involuntary terminated from their positions. However, after conducting exit interviews for more than 15 years, the team here at CRS has learned theres more value than there is harm in conducting these exits. Here are our thoughts about each of the most popular objections:
Its true that in the case of involuntary terms, HR knows why the persons employment was terminated, but exit interviews are about a lot more than reason for leaving. Good exit interviews secure feedback on a variety of topics, and these exit interviews often identify discrepancies between the employees experience and the supervisors feedback. Exit interviews can also reveal trends if an involuntarily termed employee has a similar experience to a voluntarily termed employee, leadership is in a better position to address it. If multiple people were let go for the same reason, exit interviews help reveal insight into why this might impact future hiring decisions or reinforce the need for proper orientation and training. If employee after employee states that they truly dont know why their employment was terminated, or if they never received any documentation or notice about their termination, employers can use this information to provide their managers with better tools.
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Example Questions The Organization As A Whole
This question supplies employer NPS data, which provides insight into loyalty and engagement. Engagement, in particular, is negatively correlated with staff turnover, so investigating that could change.
An employees perception of organizational justice can have an impact on the likelihood of turnover if the perceived level of justice is low, it could be a factor to consider.
Youll find more information on why the departing employee is leaving, or gain the employees unique perspective of the company from their interactions with customers, suppliers or other peers.
Areas perceived as positive enough to warrant complimenting by a departing employee are likely to be shared in a positive light in the future. Verify the results and explore these gems in more detail.
Maybe the employee liked learning in a specific way or using a specific training option. Or did they learn outside of the available training on offer? This could improve the way training is delivered.
Focus On The Positive More Than The Negative
You should not become too emotional. Your feedback should be devoid of any emotions. Do not become too critical only focusing on the negative aspects. It will make you look like a negative person in front of the interviewer. Companies do want to learn about the areas where they can improve but, becoming too critical will do you the damage, not the organization.
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Where Should An Employee Exit Interview Occur
An exit interview should occur on neutral ground, like in a separate meeting room. A one-on-one conversation with a colleague from the HR department should create a good atmosphere in which the employee can open up without feeling like they are being interrogated. Use a questionnaire to guide the discussion so that you can be sure to cover all the topics that you feel are relevant. Take notes on the employees answers.
Use Exit Interview Questions To Improve Your Company
Asking the right exit interview questions and acting on that feedback can help improve your employee retention rate. This is vital for a strong business because you wont have to continually look for and train new employees.
Beyond reducing turnover, exit interviews are an opportunity to learn how to foster a happier, healthier workplace. And when your employees are happy, your company can thrive.
Should An Employee Fill Out A Questionnaire Themselves
Definitely not. An employee is not very likely to want to put down in writing some of their opinions, which will cloud your ability to gain real insights from them. You can find out so much more in an informal conversation, guided by a questionnaire, rather than over-formalising the process.
Do your best to explore the employees thoughts and motivations. Then, ask them appropriate supplementary questions. However, dont push them too far or exert undue pressure. If an employee doesnt want to comment on a topic, respect that right. Follow the general rule for feedback sessions and do not comment on or judge the statements they make.
When Is The Best Time To Conduct One
There is some debate around when is the best time to conduct an exit interview.
Many companies choose to conduct them as a routine part of the offboarding process during an employees last week on the job. Some employers do them several weeks or even months after the individual leaves, either by phone or online survey.
The most important point to consider regarding timing is how heated the departure was in terms of emotions and conflict with other members of the organization. If the exit was, shall we say, rough, then it might be a good idea to conduct the interview a few weeks after the employee has left, so the dust has settled and they can provide their feedback with a calm perspective.
If it was a smooth departure, then conducting the interview during the employees final week is suitable.
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What Ultimately Led You To Accept The New Position
This is a good exit interview question because it will allow you to contrast your company’s position with a different organization’s. The key to this answer is actually in what you don’t see. For instance, if an employee indicates that they are leaving for higher pay, this could mean that your compensation package isn’t competitive enough.
How To Use Exit Interview Form
Exit Interview Forms must be used by organizations that track every happening in a qualitative manner. Exit Interviews Forms must be used by organizations to capture the feedback of employees who leave the organization. The feedback provided by them must be assessed by the Management to make improvements internally so they do not lose value adding employees who are real assets to the organization. Exit Interview Forms can also be used for ascertaining the attitude and approach of Managers toward people reporting to them. You can also see Interview Feedback Forms.
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Reduces The Turnover Costs
Getting to know why employees are leaving helps the organization narrow down the issues that need to be addressed. The right exit interview questions help do that. Thus, it contributes towards reducing the turnover cost of the organization as the HR knows exactly whom to hire and how to create a work environment so that employees do not leave quickly.
Essential Exit Interview Survey Templates
Having to let go of your employees is never easy. Some employees leave organizations in pursuit of greener pastures, while others may be let go by organizations on account of poor performance. Staff churn is of two types essentially voluntary and involuntary. When employees leave on their own accord, it is considered voluntary. Involuntary churn is when employees are fired are let go for reasons such as performance, discipline, etc. Voluntary or involuntary, it is essential to note all organizations lose efforts, time, and money on employee exits.
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Why Are Exit Interviews Important
In a 2016 Harvard Business Review article, Everett Spain and Boris Groysberg argue that:
Exit Interviews can promote engagement and enhance retention by signaling to employees that their views matter. And it can turn departing employees into corporate ambassadors for years to come.
With the right exit interview template, you can enhance career development practices, solidify company culture and uncover any issues you may not be aware of.
Before you begin, it is incredibly important to treat your employee with respect and gratitude for their time with the company. Creating a safe space to have this discussion will allow your employee to feel more open, honest and comfortable, which will produce a more beneficial outcome for both of you.
Now, here are some of the questions weve included in this exit interview template:
Example Questions The Workplace And Company Culture
Employee safety and how it is perceived within a company culture can have strong positive or negative effects on employee engagement which in turn is a driver ofretention. Its essential employees feel safe.
Your view of the company culture at a senior level can vary from the staff working on the ground. See if the cultural values are clear, or if more needs to be done to establish them within the business.
Explore how connected the employee was and who was in their networks. It will also show well your staff is communicating with each other at a peer-to-peer level, and where this is not happening.
Harassment and discrimination are serious offenses that must be handled correctly to protect the organization and its employees. If the employee experienced issues, find out why this went
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Benefit #: Cut Turnover Costs
Exit interviews are an employers unique chance to find out why their employees are leaving.
During exit interviews, employers can obtain valuable data regarding the employee’s working experience and identify factors that could enhance retention rates.
By enhancing their companys retention rates, employers will save a significant amount of money associated with high employee turnover.
Why Did You Start Looking For A New Job
The answer to this question will be different for everyone. Employees may have started looking for a new position in search of better compensation, employee benefits, or work culture. Some may have just wanted a change.
Only by asking this question to all employees leaving can you identify any common themes.
Essential Questions To Include In Your Exit Interview Template
Interviewing employees who have terminated their association with your company is the best way to acquire honest feedbacks. The exit interviews on these people will reveal a more thorough understanding that you couldnt access otherwise. Its possible to conduct exit interviews one-on-one or using an exit interview template or form. To draw more valuable information during such interviews, consider these exit interview questions:
California Institute Of Technology
The California Institute of Technology, which is also known as Caltech, was founded by Amos G. Throop in 1891. It is a private research university in Pasadena, California.
The survey follows an intensive rating set of questions that are designed, keeping in mind various aspects of the job role such as job satisfaction, compensation, and benefits, work environment, personal development, etc.
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