{"id":7244,"date":"2021-01-20T08:00:58","date_gmt":"2021-01-20T16:00:58","guid":{"rendered":"https:\/\/www.careerarc.com\/blog\/?p=7244"},"modified":"2021-01-20T08:00:58","modified_gmt":"2021-01-20T16:00:58","slug":"how-to-conduct-exit-interview-benefits-company","status":"publish","type":"post","link":"https:\/\/www.intoo.com\/us\/blog\/how-to-conduct-exit-interview-benefits-company\/","title":{"rendered":"How to Conduct an Exit Interview that Benefits Your Company"},"content":{"rendered":"

Why do good employees leave your organization? Knowing the answer to this question will help you with a myriad of your responsibilities as an HR professional, from retaining valuable talent to pinpointing managerial problems to fostering a positive company culture. This is why conducting interviews with departing employees as a part of your <\/span>offboarding process<\/span><\/a> can be so valuable. If you\u2019re unsure of how to conduct an exit interview, keep reading.<\/span><\/p>\n

Conducting exit interviews with employees leaving your company can help you figure out what your organization is already doing well, and what areas need adjustment. Well-conducted interviews can also give you insights on your industry based on the employees\u2019 expectations of your company, in terms of compensation, benefits, and other key criteria. Lastly, an exit interview can provide an opportunity to ensure the employee leaves on a high note, feeling appreciated for their contributions and respected for their feedback.<\/span><\/p>\n

Read on for exit interview best practices.<\/p>\n

How to Conduct an Exit Interview<\/span><\/h2>\n

Four Exit Interview Best Practices<\/span><\/h3>\n

1. Create an exit interview policy<\/span><\/h4>\n

Having a <\/span>formal policy regarding exit interviewing<\/span> is an important part of company culture, as it demonstrates a wish to improve and an interest in employees\u2019 opinions. As Marissa Levin writes in Inc., including such a policy in your offboarding process <\/span>shows employees that \u201cintegrity and respect are engrained in all aspects of the company.\u201d<\/span><\/a><\/p>\n

2. Decide on the format of the exit interview<\/span><\/h4>\n

There are many variables to consider when deciding how to conduct an exit interview:<\/span><\/p>\n

Pre- or post-departure:<\/b> While many companies choose to conduct exit interviews before employees leave the organization, other companies elect to interview employees post-departure. A pre-departure interview is easier to schedule, especially if you want to conduct it face-to-face. According to some HR professionals, however, post-departure interviews can make for more honest feedback.<\/span><\/p>\n

If you choose to conduct the interview before the employee leaves, pick an appropriate time. <\/span>Harvard Business Review<\/span><\/a> recommends holding the interview \u201chalfway between the announcement of an intention to leave and the actual departure\u2014after the initial rush of emotion has died down, but before the employee has checked out mentally.\u201d A post-departure interview can be conducted several months after the exit.<\/span><\/p>\n

In-person, phone, or web:<\/b> Many exit interviews are conducted in person, but a face-to-face interview isn\u2019t always the best option. <\/span>Harvard Business Review<\/span><\/a> notes that \u201cScholars who have found that telephone interviewing may elicit greater honesty than face-to-face meetings argue that the additional cost of in-person interviews is not justified.\u201d<\/span><\/p>\n

Web surveys and questionnaires are also a popular option, which helps standardize questions, aggregate data, and save time. However, these methods don\u2019t allow for one-on-one rapport or follow-up questions. As an HR professional, you can decide how to conduct an exit interview based on the specific circumstances of your company.<\/span><\/p>\n

\"AnIn-house or external interviewer:<\/b> An in-house HR professional will likely know how to conduct an exit interview that addresses some of the unique concerns specific to your organization. An external interviewer, however, may get more honest responses from employees who are concerned about preserving positive relationships with former bosses and co-workers who might serve as professional references. In addition, since conducting these interviews is a skill that requires framing questions positively, eliciting valuable responses, and refraining from making the employee uncomfortable, the expertise of an experienced external interviewer can be helpful.<\/span><\/p>\n

Single or multiple interviews:<\/b> Some companies choose to conduct not just one interview, but several. Usually, companies that go this route select several different interview methods. For example, a company might ask an employee to fill out a survey, but then also hold a face-to-face meeting to draw out more open-ended responses. Your organization could also choose to hold an in-person meeting while your employee is still with the company, followed up with a survey several months later. Conducting multiple interviews can reveal additional information and new insights.<\/span><\/p>\n

3. Make the employee comfortable<\/span><\/h4>\n

As you consider when, where, and how to conduct an exit interview, focus on putting the interviewee at ease. For one, have just one interviewer, not multiple, and hold the meeting in a relatively private setting. This will ensure that you get the most honest answers possible.<\/span><\/p>\n

Since employees may fear saying negative things about your company or its people will lead to retaliation, assure them that their answers will be kept confidential, or used only in aggregate, if this is your company policy.\u00a0\u00a0<\/span><\/p>\n

Explaining the purpose of the exit interview can also be helpful. By clarifying the interviewee\u2019s responses will be used to improve the company, as opposed to weighing the employee\u2019s performance or contribution to the company, you can help the employee relax.<\/span><\/p>\n

\"An4. Ask useful questions<\/span><\/h4>\n

When planning how to conduct an exit interview, choose your questions carefully so you get responses that will truly help your company improve. You will want to ask specific questions about the exiting employee\u2019s work and managers, as well as broader questions about HR issues and the company culture as a whole. In addition, if the employee is leaving to go to a competing company, you have the opportunity to find out a bit about your competition.<\/span><\/p>\n

Some useful questions to ask include:<\/span><\/p>\n