How to Conduct a Successful Exit Interview

With the increasing availability of IT jobs, 75% of CIOs are planning to hire IT staff in the coming months, many workers may be seeking greener pastures. But before they leave, will the typical exit interview process uncover what employers really need to know? Managers conduct exit interviews for a few reasons:   

1.    To gain insight as to why people are leaving.
2.    To identify areas for improvement (so other valued team members don’t depart as well)
3.    Tp help them build recruitment and retention efforts.

The information they get through the exit interview can be pivotal in helping to retain key employees. Exit interviews don't often elicit the real reason for the departure. Standard forms are completed and everyone moves on. But just what has been accomplished? Probably not much! Companies should consider these 5 simple tips for successfully completing an exit interview:

1. Time it right. If your company’s policy is to conduct the exit interview in advance of the departure, interview the staff member on his or her last week, when he or she may feel more comfortable speaking freely. Another option is to conduct the interview post departure, this may allow for more candid — and constructive — answers about your company.  Before an employee’s final day, ask if you can contact him or her for a phone interview at a later date. Make sure to schedule enough time to ask all of your questions and thoroughly discuss the employee’s answers.

2. Encourage participation. As you kick off the interview, remind departing employees that the comments they provide can help to make a meaningful difference at the company, especially for their soon-to-be former colleagues. This may help them feel more willing to share their feedback.

3. Choose the interviewer wisely. Direct supervisors should never conduct exit interviews with their direct reports. If supervisors are the reason for leaving, it could be awkward for employees to admit it to them. Pick a neutral person in the company – perhaps an HR representative – to conduct the meeting. As you’ll want to find out the real problems so changes can be effectively implemented.

4. Don’t be predictable. To get to the heart of why that person is leaving, you need to be a little creative – ask a variety of questions that zero in on the specifics, for example, “What circumstances prompted you to start looking for another job?”, “What advice would you give to the person filling your role here?”, or “Do you think management adequately recognizes employee contributions? If not, how do you think recognition could be improved?”

5. Take action. If you file away the comments made by the exit interviewees, there’s no point in putting time into the process. This feedback should be reviewed by managers and given thoughtful consideration.