Exit interview is an interview that is conducted with an employee who is leaving an organization. The basic motive behind an exit interview is to find and analyze the reasons behind why the employee decided to leave. It is not a newly practiced phenomenon, it was just ignored a bit in the past. The main reasons being the partly shaded and subdued outcome of the interviews and the time involved. However, recent studies show that the trend of exit interviews is catching on in the corporate sector. Following are few benefits of exit interviews which would help you understand their importance.
Understanding the Reasons
The first and foremost benefit of an exit interview is understanding the key elements which cause an employee to switch his or her job. These can be subdivided into
- Main Reason
- Other Reasons
This is important for any organization as considerable time and effort go into finding the right person for the job in the first place. The training phase after hiring an employee also takes up considerable time and resources. Finally, when an employee is well settled in the work environment and pace of an organization he or she becomes an integral part of the aggregate work produce. An employee doing a job well and blended well in the organizational culture becomes an indispensable organizational asset. Loosing such an employee can be a setback for any organization. Exit interviews are the best way of understanding the reasons of employees leaving an organization and thereafter taking appropriate measures to better employee retention.
Corporations open to constructive criticism find exit interviews a great source of finding and highlighting system flaws. Since an employee about to leave is somewhat liberated in giving voice to his or her concerns regarding the work environment or highlighting any gray areas, it is a good way of extracting information and views which otherwise on job employees would less likely come forward with.
Employees who are well settled in their jobs over considerable time develop and hold value-able knowledge which would be of great value if passed on to a successor. Exit interviews can help organizations achieve this objective. However, it all depends on the atmosphere of the exit interviews, in general the tone of exit interviews should be caring and friendly. Most employees would be happy in sharing their experience and knowledge if politely asked by the management.
A Chance To Retain a Leaving Employee
The time lapse between an employee’s resignation and and actual leaving may extent from a couple of weeks to a couple of months. Properly designed exit interviews and exit process can make good use of this time and test how strongly an employee feels towards leaving. Sometimes a little probing may lead to coaxing a leaving employ to stay on by making slight adjustments to his or her areas of concern.
Exit interviews are a good source of finding which way your leaving employees are headed. Presumptively, employees well settled in their careers develop expertise in a particular field and most probably most of the times you are loosing your employees to a direct competitor. Exit interviews give you an insight not only into identifying your competitors who are hiring your seasoned employees, but also to find out what they are offering which you are not.
Exit interviews should be designed and conducted in a cordial and friendly manner and the exit process should follow the same pattern. Exit interviews are meant to be a pleasant and gaining experience both for the leavers and the conductors. It should be taken as an opportunity to end things at a pleasant note, and shaking hands with leavers as friends.