Over the past few days, we’ve been discussing the practice of exit interviews.
As we mentioned, the world of HR is pretty divided when it comes to implementing exit interviews, which is why we’ve decided to outline the pros and cons in order to give you a better idea of what you should look for when deciding if exit interviews are right for you.
Now that we’ve gone through the pros and cons, it only makes sense for us to go a little more in depth with a few tips on how to run a successful exit interview, as well as several alternatives should you decide to go a different route. Take a look below:
Exit interview tips
- Mandatory but not pushy. If you want to conduct exit interviews, then it is best to not make them optional. More often than not, your employees probably won’t want to go through the trouble of an exit interview.
That being said, don’t be pushy when it comes to administering the exit interview. Not only will it leave a bad impression on some employees, but it’s most likely not worth it if they come into the interview with a bitter mindset (especially those who already quit on the spot).
- Who’s conducting? It’s best to leave the exit interview to HR or a third party. While it might sound like a great idea to have their supervisor conduct the interview, if the supervisor had something to do with a person leaving, a third party will help lead to a more productive and honest exit interview.
- A “no repercussions” policy. Make it clear from the beginning that there will be no repercussions for what they say in the exit interview. This will give them the peace of mind that they won’t miss out on their next job due to a bad recommendation, as well as hopefully give you the honest feedback you want.
Alternatives to the exit interview
- The exit “conversation”. If you like the idea of exit interviews but find the formalities a little too much or disingenuous, then you might want to consider the exit conversation. This casual approach helps to ease the tension because of its informality, allowing you to gain valuable, honest insights, and prevent your employee from thinking they’re just part of the “big data” now.
- The follow-up. This one comes from Humetrics CEO and TLNT contributor, Mel Kleiman. Mel suggests waiting until your employee is settled into their new job before you contact them. If they find that their new job is less than satisfactory, simply checking in and letting them know they’re missed may persuade them to come back.
- Re-recruiting. If you don’t like the idea of dealing with employees after they’ve left, you should try convincing them to stay while they’re still an employee. Re-recruiting is a great way to prevent turnover because it tells your employees that you are looking out for their best interest even before they consider leaving.