Job Description And Responsibilities
Its essential to understand if the job role of the exiting employee was satisfactory and met their career expectations.
Exit Interview Questions For An Effective Offboarding Experience
âExit interviews may seem daunting or even unnecessary. After all, your employee has decided to leave, what else is there to discuss? Actually, exit interviews are extremely helpful for employers when structured correctly.
As noted by Harvard Business Review and industry experts, conducting exit interviews gives the company insight into employee mindsets, sheds light on workplace habits, explores the employee experience, and reveals problems that may exist in the organization . Though exit interviews may feel awkward, you may find them the best tool to improve your company’s work environment and boost employee job satisfaction.
âIn this article, we’ll focus on the definition of an exit interview, why they are so important, and which offboarding questions to ask for an effective exit interview experience.
Under What Conditions Would You Consider Rejoining This Company
If the employee is leaving on good terms, then theres a possibility that they could return to the company if certain things were improved. This is why asking this is a great way to discover what areas need improvement in your company.
The employees answer to this question could indirectly give an insight into why theyre leaving. Perhaps the managers do not treat them well, or the upper leadership doesnt treat employees with respect. Fixing these drawbacks may not bring the employee back, but it can limit employee turnover.
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Why Did You Begin Looking For A New Job
Any HR specialist must understand the reasons why employees leave their company. Perhaps, behind most of the layoffs in a particular department, there is a low personal culture of the manager or a lack of clear guidelines for promotions and raises. Watch the results for trends and repeating responses.
Do You Have A Suggestion For How To Fix That
In a classic HBR article on how to conduct an exit interview, a West Point colonel and Harvard Business School professor recommend interviewers avoid defensiveness and refrain from offering possible fixes for any issues raised by the employee. Instead, let the interviewee vent, but push them gently to suggest possible solutions.
“If a departing employee says that the company requires too many signatures for contract approval, a skilled interviewer will ask him or her to recommend a solution,” they offer as an example.
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Create An Action Plan For Improvement
Start by addressing the biggest points of concern that need immediate attention. This could possibly prevent turnover contagion, which is the domino effect from one resignation.
However, dont forget about any minor concerns. A few small changes might go a long way toward making things better for employees while you work on making the bigger changes over time.
If you are concerned that many of your employees are feeling similar to the person who is leaving, talk openly with them about the feedback you received. Show them that you have heard the information and are planning to make changes.
Did You Receive The Recognition You Needed
According to our Engagement Report, only one-third of workers receive the recognition they need.
Recognition is what keeps us motivated and aware that our work is making an impact. When employees efforts arent recognized, they feel useless, which makes them look for a job somewhere else that provides the recognition they deserve.
When employees who are leaving indicate that they didnt feel as though their contributions were valued, you need to improve your employee recognition program. As a result, you will increase your employee retention metrics.
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Best Exit Interview Questions To Ask Departing Employees
How do you feel when an employee hands in their notice? You may feel a mixed bag of emotions ranging from hurt and offended to understanding and supportive. These are common reactions when a staff member chooses to leave your team, but dont let your feelings about the change keep you from using this experience to learn and grow as a company.
Employee exit interviews are a perfect opportunity to get honest feedback and suggestions from your past hires. You can use these insights to improve employee retention, company culture, and the overall work environment at your business.
Learn the basics about exit interviews and the best questions to ask departing employees in this guide.
Do You Feel You Were Adequately Groomed Or Managed By Your Manager
Managers are responsible for training and grooming employees to become top-notch professionals.One-on-one meetings, performance reviews, constructive feedback, and periodic training are some options managers utilize for this purpose.
When employees feel like theyre not receiving the right amount of attention needed for their growth and development, they may be pushed to seek greener pastures. Thus, asking this question can help you learn if the managers are not doing their job well.
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How To Conduct An Exit Interview: Questions To Ask And Tips
Do you know how to conduct an exit interview that will help you better understand what you could have done to keep a departing employee?
Really effective exit interviews can give you that insight. They can teach you ways to repeat good experiences and avoid bad ones .
For employees, exit interviews are one of the last deep conversational interactions they have with your company. It should be their chance to give a review of their experience, an opportunity that affirms the contributions theyve made to your organization.
When both parties focus on these learning and knowledge-sharing goals, exit interviews can help working relationships end on a good note. Many times the feedback employees provide is positive, and when its not, it gives you valuable insight on how to fix it for your existing employees.
Were You Offered Enough Professional Development Opportunities
Ever notice persistent problems throughout your exit interviews or feedback surveys?
If a ton of people who are leaving are saying that they didnt have opportunities to advance their skills, you may need to take a fresh look at your learning and development program.
Professional development is one of the main factors people take into consideration when choosing a new job. Its also one of the main reasons employees stick around.
Ask The Employee To Complete A Written Survey
Consider asking the exiting employee to complete a written survey before your meeting. This will provide them with the opportunity to think about their responses in advance. You may find that the employee is actually more open in a written survey because they feel more comfortable. Plus, when you are able to read their thoughts prior to your meeting, you can develop questions that guide the conversation.
What Was Your Relationship With Your Manager Like
Your working relationship with your boss was probably the most influential in your daily work life, so your company wants to know the good, bad, and the ugly. What did your supervisor do well? How did you feel about his or her management style overall?
Be prepared to also provide some suggestions for ways he or she can improve. It might seem counterintuitive to say anything negative about your supervisorespecially when the dont ever complain about your boss rule has been ingrained in your memory for years. But its necessary feedback.
Again, just remember that you dont want to go off the rails and begin berating your boss. After all, much of your criticism will likely be relayed back to this person. So, when in doubt, keep it constructive.
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Would You Recommend This Company To Others Seeking Employment
When employees answer this question, they should be straightforward about why they would or would not recommend their employer to someone else. Employees who are being interviewed can consider offering suggestions that might make the position more attractive.
Example answer:It would depend on which positions were open and what that persons career goals might be. I would recommend this company to friends or family if the position matched what they were looking for. A comprehensive benefits package would make the job more appealing.
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What To Say In An Exit Interview
Good leaders make things better for others, and the exit interview is a small, but important, way to contribute to this aim. What should you include in your feedback? The author offers six suggestions: 1) Your reason for leaving 2) How well your job was structured and if you had the appropriate tools to succeed 3) If you had opportunities to learn and grow 4) How you feel about your manager and other leaders 5) What you liked most about your job and the company and 6) Your top recommendations for improvement.
Given that most people will hold multiple jobs over the course of their professional lives, you may have the opportunity to participate in an exit interview at one or more points during your career. While not all organizations conduct exit interviews, if you do have the opportunity to participate in one, it is a chance to provide helpful feedback to the organization, so that it can learn and continuously improve for current and future employees.
Whether you are leaving to pursue a new opportunity, escape a toxic leader or environment, seek better work-life balance, make a career change, or all of the above, you dont want to make the exit interview an emotional venting session. Be calm and constructive, sticking to the facts while being both open and direct in your responses. Youll want to include the following information in your feedback.
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How To Conduct An Effective Exit Interview
Every time an employee gives their two weeks notice, a new hiring process begins. You focus on posting a job ad, evaluating candidates and choosing your next team member. But how much attention do you pay to the person whos packing their stuff into a cardboard box?
Conducting exit interviews can generate positive changes within your organization. You get an insight into the reasons for your employees resignations. Then, by analyzing your findings after an effective exit interview, you can reduce your employee turnover rate.
For example, if a lot of your employees mention that their duties didnt match their original expectations, you might want to consider changing your job descriptions and your onboarding sessions. Seeing top-performers leave feeling unmotivated is a sign you should adopt retention programs and offer your employees more opportunities to develop. Exit interviews can also give you a sneak peek of competition benchmarks. Employees who leave you for competitors could help you learn where you stand with salaries and other benefits.
Here are some tips on how to conduct an effective exit interview that offers you food for thought.
Did You Feel Equipped To Do Your Job
Not having the right skills and knowledge can be a major cause of dissatisfaction in the workplace. Knowing the answer to this question can prevent other employees from leaving.
This exit interview question also gives you insight into how to improve the employee onboarding and hiring processes. Based on this, you can update your new hire checklist accordingly.
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Key Themes To Measure In An Exit Interview
Every organization will have its own interview questions when it comes to finding out why employees leave your company, and you will be able to tailor your exit surveys to reflect this.
There are several standard themes youll want to understand:
- Reasons for leaving
- Feedback about the company culture as a whole
- Whether your ex-employee would still promote your organization to others
Think About The End Goal
With that said, it’s understandable to want to be brutally honest in an exit interview if you had a difficult working experience with a company. Consider: “At end of day what will bring you peace?” Jay says. “What will make you feel happy and satisfied?”
Envision what you hope to achieve by sharing negative feedback: Are you hoping someone gets in trouble, or that your experience will change how management is run? Consider what the consequences will be for those who remain with the organization, as well as your personal connection with the workplace.
On the other end of the spectrum, if discussing a difficult work environment “brings up past trauma, hurt or PTSD, you don’t need to rehash it,” Jay says.
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Share Relevant Information With The Appropriate People
Whether the exiting employee has shared positive or negative feedback, it’s important to share appropriate details with the right people at the organization, as long as you have approval from the employee. With positive feedback, it’s a chance to let others know what they are doing right so they can continue doing so for all the employees who remain and possibly increase loyalty to the company. You’ll want to share negative feedback with the manager or higher level up if needed so that leadership or the organization can work on improving and therefore preventing a high employee turnover rate.
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.
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Exit Interviews: Why Theyre Important What To Ask And When To Ask It
No one likes saying goodbye to valued employees. It can be the worst part of the job for HR professionals, but its inevitable.
There are many reasons why an employee may leave their position: termination, redundancy, resignation and the end of a contract. No matter what the reason is behind an employee leaving their role, its important that your organisation delivers a consistent, compliant and positive goodbye. This can be done with a solid offboarding process that handles exiting employees gracefully. A large part of a good offboarding process is the exit interview.
Would You Recommend Our Company To A Friend
You cant expect to attract top talent if all of your employees say theres no way theyd ever encourage anyone to apply for a gig at your company.
If departing employees answer accordingly, ask what the company could do to make them change their minds.
Some employee exit interview answers might include increasing pay, investing in professional development, or allowing employees to work from home occasionally.
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What Opportunities Were You Given To Develop In Your Role
The number one reason why people leave jobs is because of the lack of career growth opportunities. If employees feel there werent enough opportunities for development, its important to find out what development would look like for them. It could relate to gaining a promotion or simply being trained to learn new skills.
Leaving On A Good Note
Of course, if you’re sad to to leave your current employer or will miss certain aspects of your job, you can share that in an exit interview, too. Frame it this way, Thomas suggests: “This is an awesome opportunity I couldn’t pass up, but I also see myself coming back at some point, so don’t lose touch.”
As a recruitment leader at Jobvite, Thomas says she’s encouraged when she sees employees return to the organization after some time away. No one signs up to stay with a company for the rest of their lives, she points out, so it’s natural to hear of another opportunity somewhere else that energizes you.
“As an employer, if the other opportunity isn’t something we can make available for whatever reason, whether it’s not in the same business or the company isn’t big enough to create it, I feel like employers are best served by being supportive and keeping that door open,” Thomas says.
She’s had a number of employees return to Jobvite after leaving the company, whether their new job turned out different from what they expected, or they just miss their old coworkers: “We’re happy to entertain someone who was a strong performing member of the team to come back and contribute in the future.”
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What Was The Worst Part Of Your Job
Everyone will have a different answereven if theyre performing the same job. But as you gather more and more responses, trends will start to emerge in the data.
Dont dismiss any answersalways look for ways to minimize the difficultiesbut when an answer becomes more common, focus your energy on solving that problem.