When we think about what goes on in the world of HR, we tend to focus on the hiring, recruiting, and managing aspects of the department.
But there is a fourth element to HR that we tend to neglect. We are, of course, talking about the importance of how a company and their HR department handles when an employee leaves or wants to leave.
One way to handle employee turnovers is by conducting an exit interview. However, take a look around the web, and you’ll find dozens of opinions on exit interviews that sway from calling them a super valuable tool to something that isn’t even worth mentioning.
To help you navigate the conversation, we thought we would go ahead and outline some of the pros and cons associated with exit interviews. For today, we’ll focus on the pros of exit interviews. Take a look below:
The Pros of Exit Interviews
- Employer branding. Believe it or not, there is still a lot you can do to make the right impression on your employees despite the fact that they’re leaving. There are a wide variety of reasons why an employee might leave, and whether it has to do with a job offer, differences in values, or a career/personal change, it shouldn’t deter you from treating them well all the way up until the end.
Exit interviews can give you the opportunity to diffuse any hidden tension or feelings of guilt that have snowballed up until the point of their departure.Hopefully, by attempting to help your employees leave on good terms, you’ll lessen the likelihood that they’ll speak ill of you when your company comes up in discussion.
- Gaining feedback on the company. Perhaps one of the biggest reasons for exit interviews is the insight you gain from learning why your employees are leaving. The main focus is to ideally reduce employee turnover and improve employee satisfaction by learning from the criticisms of your former employees.
Check back tomorrow when we give you our cons list on exit interviews. In the mean time, what do you think are the advantages of exit interviews? Let us know by connecting with us on Facebook or Twitter!