Employee exit interview is a significant part of Human Capital management and monitoring employee satisfaction & retention. It is imperative to understand why an employee leaves the organization and what information you can use to prevent future employee losses.
Moreover, one of the best methods to get the honest feedback about your work culture and company policies is to ask employees who no longer count on you for their livelihood. Exit interviews can slip powerful insights that you would not have access to otherwise.
Why should an employer conduct exit interviews?
– Employee exit interviews can change the environment of the organization by making changes that reflect employee opinions, changing management style, crafting value recognition program where obligatory.
– It helps employers to prevent litigation down the road, caused by disgruntled employees or illegal activities.
Goals for Exit Interviews
- Such interviews can lead to measurable human resource analytics, performance increases and retention for the workforce and the business in general.
- Benchmark against company and industry norms for the exit interview survey items
- Reduce employee turnover and improve talent retention
- Quickly determine if employee satisfaction impacts turnover by comparing exit interviews scores against overall the Employee Satisfaction Tracking Survey.
Exit interviews can provide a window to benchmark employee anticipations concerning:
- Employee Job Orientation and Training
- Working Conditions
- Training and Development Programs
- Work Satisfaction
- Organizational Culture
- Job Responsibilities and Performance
- Mentoring Programs
- Opportunities for Career Advancement & Skill Development
- Supervision and Management
- Workload Distribution and Schedule Flexibility
- Organizational and Work Group Communication
6 Must Exit Interview Questions
To make the most of the interview, utilize these five sample exit interview questions:
1. Why did you start searching for a new job?
Asking this question unlocks the prospect for a variety of answers. You may see that an employee only needs a job closer his or her home, or it may underscore a particular situation or instance that sparked the search.
2. What eventually motivate you to accept the new position?
This question will enable you to contrast your organization’s position with a different organization’s. For instance, if an employee says that they are leaving for higher pay, this could indicate that your compensation package is not competitive enough.
3. How would you describe the culture of our company?
This question will help you identify trends. As you keep the track of employee exit interview, observe for “trends” throughout to help you recognize real concerns.
4. Did you have the resources and tools you required to do your job well?
Ask this question, if you want a direct way to retain better the employee who fills this position next. It will give you a better knowledge of what you can do better next time. Additionally, be prepared to get answers like – inadequate training, tales of technology afflictions, and more.
5. What could have been done for you to remain employed here?
The more explicitly you will ask from an employee during an exit interview, the most precise answer you will get. And, this question will give your employee an opportunity to open up where they were afraid to before.
6. Would you advocate this as a great place for a friend to work?
It is necessary that you will get the honest answer of this question, but it is worth the shot.
Structure of Exit Interviews
In one of the study, it is found that exit interviews are completed by about 1/3 of employees who leaves an organization. Since this is a small percentage of employees, this number should be improved through multi-mode methodologies – online, paper and pencil and telephonic interviews.
Online interviews are specifically advantageous because online respondents tend to be truthful in their evaluations and more likely to offer anecdotal experience related to their past employment.
Employee exit interviews should be an emphasis on retention by determining the cause the employee is leaving and also identify if the employee’s unfulfilled expectations or organization’s level of performance are at issue.
NOTE – Failing organizational culture with low levels of talent retention indicates a low level of job satisfaction and come at a significant cost to the business. Not only it is costly to hire and train new employees, but there can be negative impact on morale and productivity.