Table of Contents
An Exit Interview is best done during the employee’s last day of work or immediately following a resignation. Still, it can be administered at any time and conducted in person, over the phone, or via a questionnaire. When done well, exit interviews can be an excellent tool for organizations to manage honest feedback that will eventually help improve their employees’ experience. When used in conjunction with an effective onboarding process, these two tools work in tandem to continually deliver a positive experience for employees. By analyzing feedback trends throughout many interviews, companies will better understand what is working to create a positive employee experience and what needs improvement. While short-term benefits include identifying opportunities for continuous improvement and driving change within the organization, long-term benefits include increased job satisfaction, retention, and reputation!
The exit interview is a meeting between an employee and their manager to announce that they are leaving their organization. The exit interview is conducted as a last opportunity to learn why the employee is leaving. Often, the manager takes this opportunity to learn how they might retain their employees in the future. Some companies use an exit interview to hold employees accountable for things like tardiness, absences, and mistakes.
Many companies require employees to complete an exit interview when leaving their employment. An exit interview is a questionnaire that collects information about the departing employee’s opinion of the company, management, co-workers, and other employees. An idea behind the exit interview is to provide a feedback loop for improving the company’s internal workings.
A typical exit interview should take about 20 minutes, but it depends on the number of questions asked. An average exit interview will contain 20 to 30 questions.
Employers conduct employee exit interviews to find out what employees liked and disliked about their jobs. This information is used to improve the work environment and make it more appealing to stay with the company. Conducting an employee exit interview can help employers evaluate their own companies and improve their business practices.
What did you dislike about your job?
What can we do better?
How could we have done better to meet your needs?
What kind of recognition did you get for doing a good job?
Why did you decide to leave?
What is one thing we could improve on?
Let’s Recruit, Reward, and Retain
Your Workforce Together!
