Recruitment Special feature

6 Steps To Conducting An Effective Exit Interview

An exit interview is an important opportunity for you, as an employer, to gain valuable insights into why an employee is leaving the company, and to identify any areas for improvement in the workplace. By conducting effective exit interviews, you can gain valuable feedback, improve employee retention, and foster a positive working environment.

Here are the key steps for conducting an effective exit interview:

Schedule the exit interview

An exit interview should be scheduled at a convenient time for the employee, and should be conducted by a manager or HR representative who is familiar with the employee's role and performance.

Prepare for the exit interview

Before the exit interview, you should review the employee's performance and gather any relevant information, such as feedback from their manager or colleagues. This will help to ensure that the exit interview is focused and productive.

Create a suitable environment

The exit interview should be conducted in a comfortable and confidential setting, where the employee feels free to speak openly and honestly. Be sure to create a safe and non-judgemental environment, where the employee feels comfortable sharing their thoughts and feelings.

Ask specific and open-ended questions

The exit interview should focus on gathering detailed and specific information from the employee. You should ask open-ended questions that encourage the employee to provide detailed responses, rather than simply answering yes or no. Some examples of open-ended questions could include:

Listen actively and take notes

During the exit interview, make sure you actively listen to the employee and take detailed notes. This will help to ensure that all of the employee's feedback is captured and can be used to identify areas for improvement.

Follow-up and take action

After the exit interview, the employer should review the employee's feedback and take action to address any issues or concerns that were raised. This could involve implementing new policies or initiatives, providing additional support and resources, or making changes to the work environment, if required.

In order to keep employees feeling positive and motivated, avoid performance reviews that feel punitive; instead, ensure they are achievement-focused, accurate, fair and actively encourage personal and professional development. To further inspire your employees, make sure your performance reviews are just one part of an ongoing conversation between staff and management, which encourages ongoing coaching and feedback.