Reminder: The Importance of Exit Interviews

It has come to my attention that exit interviews are a thing of the past. In the time of consultants and temporary employees and the prevailing thought that most employees move on purely on the basis of money has caused the exit interview to suffer. In the past the exit-interview was a tool used to gain valuable information on current trends, lacking policies, and turnover. If you wanted the employee to stay it was your last chance to counter offer on the new position they had taken. If you are agreeable with the change in employment it is your last chance to ensure you gain valuable information on avoiding hiring people of like minds in the future. The exit interview has been used in the past as a mechanism to save money. A company does not want an individual leaving their company unaware of there responsibilities to up hold the reputation of the company. Even if an employee is there for one day it is good policy to discuss with them their thoughts on the company and its processes. One day could be enough for one person to make a change in the company that could save lives or save money. You never know what value added information an individual could have. You hired them; use their knowledge, their experience, and their independent thoughts on your company. Even if it is stored for a while until further data can be obtained in order to get a full grasp on an issue. It could be an opening to new business, a closing of an out of date system, an employee who needs help, or an implementation that is headed for disaster. The exit interview gives the company the opportunity to open their ears to new issues, old issues, and recurring issues.

Missing the point that the last 10 employees have left due to a competitor stealing your employees and not finding out until the competitor is using this as a selling point. Or until it finally reaches someone who sees the trend is affecting business. Or loosing a CEO And finding out that they left too because said Company just copied your winning style and they’re just doing the same thing making a lot more money and you obviously don’t care about your employees leaving. Not that you could necessarily offer the employee more money but you could offer job security, time-off, you could even beg him/her to stay. The exit interview gives you both a chance to say what the problem is even if you can’t change it at the time.

In ending this I want to say I want to know who my employees are. I want to know if they are happy. I don’t even want to get to the point where an exit interview is necessary. If this is your company than you better start interviewing those employees exiting your organization. They possess valuable information that could allow you to head off further problems in the future. Know that your employees will always be connected to you through their resume. Be sure you know why they left and if they would be willing to come back. Of course this bit of information could change your company. It’s supposed to. The employee makes your company tick. They are the first line. They are the community. Make sure you know why they leave and while you’re at it find out why they stay too.