Exit interviews


It is evident that employee turnover is extremely expensive to theorganization. It is the role of the organization to ensure that therate of turnover is reduced to the maximum. are oneway of reducing employee turnover in the organization and ensuringthat the employees are satisfied in the workplace. help in identifying the concerns that employees might be having andalso creates a room for the management to address the concerns. Thisensures that the rate of turnover is significantly reduced andtherefore saving the organization money.

help the organization in identifying the areas whereit has weaknesses that would be leading to the departure of theemployees. are an opportunity by the organization toaddress its weaknesses and avoid future employee turnover. It is alsoevident that exit interviews are a way of ensuring that theorganization retains some of the best and expert employees. This ispossible through ensuring that complains that might be leading to theturnover are addressed. Lastly, employees who are leaving theorganization can provide useful information that can be used fortraining employees in the future.

There are a few disadvantages that are associated with exitinterviews. However, it is essential to state that thesedisadvantages are outweighed by the advantages hence the need to haveexit interviews in the organization. Employees who are leaving theorganization might be unwilling to give their reasons for leaving ormight give incorrect information. This may make the organization toact in certain ways that might be detrimental. It is therefore vitalfor the organization to implement the exit interviews. This will havenumerous advantages to the organization especially reducing employeeturnover.

Exit interview process

The exit interview process will constitute the interviewer, theinterviewees, the kind of questions asked, location and time of theinterview, as well as how the information gathered will be usedtowards the benefit of the organization. The exit interviews shouldbe conducted on the employees who have shown interest to leave theorganization. It is essential to conduct the interviews one monthprior to the date the employee intends to leave. This is because theinterview may influence the employee to change his or her mind andremain with the organization. The senior managers of the organizationshould be the ones interviewing the employees. This is a clearindication that the managers are concerned with the welfare of theemployees and that they value their services. It is essential toconduct the interviews within the organization premises.

The exit interview should comprise the following questions:

  • What are some of the reasons that have made you to leave the organization?

  • What do you think the management can do retain you in the organization

  • Would you consider returning to the organization if the issues you raised are addressed?

  • Would you be willing to pass your skills to the employees you have left?

  • Were you getting sufficient salary?

  • Recommend areas that you think the organization should improve

The information gathered from these questions in the exit interviewis extremely important and the organization should use it in variousways. To start with, the organization should use the information toimprove on the work conditions for the existing employees. Thisshould be essential in reducing employee turnover in the future. Theinformation could also be used by the organization to improve on itsweaknesses. This would help in retaining expert employees in theorganization and enhancing productivity. This is the best approachsince it ensures that employees who are planning to leave can bediverted and remain with the organization.