Exit interviews are more than just a formality. They are a crucial tool for HR professionals to gain insights that can enhance employee retention, refine management practices, and promote a culture of continuous improvement. Did you know that well-conducted exit interviews offer a rare chance to gain candid feedback? Here are a few ways they can help your organization: 🔹 Uncover Real Reasons for Leaving: Understand why employees leave to address potential issues within your company. 🔹 Identify Appeal of New Jobs: Learn what attracts talent to competitors and adjust your recruitment strategies. 🔹 Evaluate Job Satisfaction: Assess strengths and weaknesses to improve job design and training programs. 🔹 Gather Feedback on Management: Pinpoint areas for leadership development and management training. How have exit interviews positively impacted your company's culture? Learn more at: https://bit.ly/4cMpauI #HR #EmployeeEngagement #BusinessSuccess
And.., who does the exit interview (internal or external) can make a huge difference in what people are willing to share… especially those who are marginalized and left because they didn’t feel safe.
I think live exit interviews (as opposed to surveys) are a valuable tool. I use them to bubble up department-wide or company-wide problems to the surface. I do nearly all of them myself (we don't have much turnover), and I think that shows how just how invested I am in making the next person's experience better. In the 2 1/2 years I've been in my current role, I have used the information gained to: * Revamp new hire onboarding * Create a cohesive recruiting process * Modernize and standardize compensation * Provide training and insights to leaders * Add transparency to our processes and project backlog
At ALL firms I've been associated with, the EXIT INTERVIEW is a useless exercise that benefits no one. A firm may claim to be interested in improving the experience for other employees but it's just a smokescreen. I know the HR profession pushes the EI as a meaningful exercise but let's be honest, it ain't! Another almost-as-useless exercise is Performance Reviews. A PR is the boss's way of confirming their personal opinion on paper to create a defense mechanism for potential later use. (Or to justify 'rewards' for their favorites) I firmly believe the old term Personnel Dept. was changed to Human Resources years ago so employees could more justifiably be treated as an expendable resource. The biggest corporate LIE of all time is, "Our employees are our most valuable asset." Sorry to my HR friends for casting stones at your profession. I'm jaded from a career of 40 years and certain personal experiences that have formed my opinions. - Jerry M.
Agree! By understanding the genuine reasons behind employee departures and gaining feedback on management practices, companies can refine their strategies and foster a more supportive and effective work environment.
This is one of the few times I will disagree with SHRM. We did hundreds of these at my previous employer (12,000 employees worldwide) and did not discover any concepts that helped us change how we did business. People are afraid to burn bridges and face retaliation in their community if they call out a problem, especially if it is a leader. Remember - while the person does not work for the company any longer, they still live in the community.
We've found exit interviews to be a great way to discover internal growth opportunities and address career development needs. This has made a big difference in our employee engagement. Appreciate the insights!
I just went through one and you can tell when HR is just going through the motions without any real intentions of using any of it.
Greetings, Exit interviews are ways companies can cover themselves to quarantee people are not going to speak negatively about them or go to the competition with vital information. I believe it’s a waste of time. If companies would take the time to hire the right staff and not just fill the gaps, there would be no need to leave the company. There is truth to the statement, people don’t leave jobs, they leave managers.
If we get findings from an exit interview then we fail miserably to retain , assist or correct issue to retain an employee.
Executive Advisor, Office of the CEO, Bumrungrad International Hospital
1wI would like to share my experiences. Many people did not reveal the truth in the exit interview. Maybe it is in Asian culture that value relationship, face saving. Also keeping the opportunity to return to work with same old employer if working with new employer does not work out as expected. Based on these reasons, they gave other reasons that sound positive for both of them and the employer.