Whether your organization has a dozen employees or hundreds of employees, one of the most important best practices is the exit interview following a voluntary termination.
Exit interviews are a critical part of your business. They can provide insight you may not be able to glean elsewhere with regard to employee satisfaction, potential management issues and your organization’s overall competitiveness when it comes to hiring and retaining talent.
Exit interviews can be a good barometer of employee satisfaction and morale. Employees who feel their contributions aren’t recognized and/or don’t really count or who are simply overwhelmed by a lackluster, uninspiring daily grind, are going to show it. Productivity will suffer unless the mood becomes more positive.
High employee turnover is usually attributed to a number of factors, one being employee dissatisfaction with leadership. Employee engagement and retention are not going to improve until the leadership issues are resolved. Exit interviews can often provide the “behind the scenes” insider information needed to take action.
How do your organization’s pay, benefits and recognition incentives measure up when compared to your competitors? Does your company support your employees’ career plans and development? Does your company try to improve employees’ work/life balance through flexible schedules or other means? You may think so, but your employees may not.
Asking the right questions in an exit interview can provide the data that is necessary in determining which areas of your organization can be sustained and which need to be improved to reduce the chances of voluntary termination.
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