7 Essential Tips for Conducting an Exit Interview
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The document outlines the importance of conducting exit interviews to gather valuable insights from departing employees while ensuring confidentiality and a neutral atmosphere. It emphasizes the need for timely scheduling, a conversational tone, and regular analysis of feedback to identify trends for improvement. Additionally, it encourages creating various channels for ongoing employee feedback to address issues proactively.
7 Essential Tips for Conducting an Exit Interview
- 1. Agree on the fundamentals of the exit interview and implement these across the business. The repercussions of an employee leaving can result in a busy period, but ensure the exit interview takes place and that you don't miss out on receiving valuable insights. INTERVIEW Employees can fear repercussions of being honest, and give generic answers. Remove this fear by ensuring confidentiality and that a neutral party undertakes the interview, removing any biased opinions or emotions. Create an environment where the employee can open up. Keep the tone conversational, appreciate their feedback and let them know what you will do with the insights they provide. Schedule the interview a couple of weeks into the notice period, when emotions have settled. Don't leave it to the last minute when a handover becomes the priority Use the results. Analyse these regularly to gather trends and identify areas of improvement. Create bespoke retention strategies focusing on such areas. 7 ESSENTIAL PREVENTION This shouldn't be where you first hear about issues. Ensure opportunities exist to receive feedback. Implement employee surveys, department meetings, suggestion boxes etc. BE CONSISTENT IMPARTIAL TIMING TRUST & TONE RESULTS PLAN Think about what information you want to get from the interviews, collectively. Look at the results you want to see and how the questions can get the insights you require. DOS & DON'TS FOR CONDUCTING A SUCCESSFUL www.exactaresearch.co.uk 0800 085 6618