Guest Post: 6 Reasons to Conduct an Exit Interview

We've been talking a lot about attracting and keeping employees--but what if you have to say good-bye? This next guest post tackles that and the reasons to conduct an exit interview. The author, Steven Burrell, has been writing about human resources and business solutions for many years. Click here for more information on aptitude tests and other tools for maintaining a successful workplace.
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Exit interviews are something that many business owners and managers do not think to do. Many think that since the employee is leaving that there is no value in a final interview. However, these interviews can provide valuable information about your business and allow you to get a good look at how things are really working on the employee level.

Learning Why People Quit 

When an employee is doing an exit interview he or she will almost always be more candid and honest because there is nothing to lose. They are leaving anyway and will tell you why. You may learn some things about your supervisors, other current employees and how your employees view their working conditions and hours. This will allow you to make the changes necessary to prevent turnover at work and to help you keep the employees that you value the most.

You May Avoid a Lawsuit 

An employee may be leaving over issues that he or she finds sue-worthy, such as sexual harassment or unfair labor practices. During an exit interview you will have the opportunity to get this information and try to rectify the situation. For example, you have a rather shy employee that is leaving. Perhaps he or she felt that she could not come to you with his or her concerns over another employee acting inappropriately. This employee is leaving rather than coming to you for a solution. If you can provide a solution, you may be able to actually keep this employee, or at least provide him or her with enough closure and satisfaction to not file a lawsuit over the situation.

Get a Look at Your Competition 

When someone is willingly leaving an employer, they almost always have another job prospect lined up and ready to go. Ask them why they are choosing to leave you and head over to the competition. Do not ask for details, but just some general reasons. This will help you improve some things and keep your other employees from fleeing down the road to the competition.

Learn What Programs Employees Want 

Some employees may leave because they do not get adequate vacation time or medical benefits. In today's world, these things are critically important to have. If they can find a similar job that offers these things, they have no reason not to go work there. Do not be afraid to ask if perks and benefits influenced the employees decision during the exit interview.

Learn What is Working 

During the exit interviews, do not just ask about what the employee didn't like, but also ask about the things that they did like about your company. Even little things like the hour lunch break you offer or the nice holiday parties can leave a really good impression and help to show that you appreciate your employees. Make note of these good things and keep them in mind when you are recruiting. This could help you land more valuable employees in the future, as well as retain the ones that you already have.

Learn Better Training Strategies 

If an employee does not feel that he or she was properly trained to do the job, they may decide to go to another company that offers more comprehensive training. In a nutshell, if there job is far too difficult to do, why should they stay to do it? Create a full training program that not only shows the basics of the job, but other things too, such as how to solve problems that crop up, who they should consult for specific questions and most of all, that you will support them whenever they need help or have questions.