An employee leaving your company often has a lot of knowledge about your business and workplace. A final sit-down with a departing employee may prove valuable to your company going forward and may provide an outlet for letting the individual "let off steam" and possibly reduce the likelihood of a lawsuit. how to conduct an exit interview.jpeg

Benefits of an Exit Interview:

  • Provides a better understanding of what needs improvement
  • Helps you learn how to increase productivity in the departing employee's position
  • Solicits feedback on your competitive stand in the marketplace in terms of salary and benefits
  • Identifies ways to minimize workplace conflict
  • May help to reduce future turnover

Who should conduct the exit interview? Typically, the exit interview is conducted by a manager, supervisor or HR personnel. Some companies do not conduct exit interviews with involuntarily terminated employees. While the emotions associated with an involuntary termination can make an exit interview difficult, these meetings may also shed light on ways to prevent a termination in the future. In this case, a manager or supervisor who is skilled in diffusing conflict and making positive connections with staff should be enlisted to conduct the interview.If possible, employers should conduct the exit interview in person, most likely in the workplace. However, the meeting should take place in a private space where the departing employee can feel comfortable that the conversation will remain confidential. 

 
 
 
 
 
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Topics to Cover in the Exit Interview: 

  • Reasons for departure
  • Satisfaction with compensation/working conditions
  • Work/life balance
  • Any problems with coworkers/managers
  • If he/she felt they were treated fairly
  • Suggestions for changes
  • Satisfaction of supervision, training, and career oppoopportunities  Post-Termination Employer Issues  and Responsibilities [Video Blog]

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