An ‘exit interview’ is a simple communication between leaving employee and representative from company. These interviews may follow a planned format or can be conducted on informal basis. Written questionnaires may be put into use instead of face to face interviews; whichever technique is utilized, ‘exit interviews’ are usually documented. Workers who leave the firm either involuntarily or voluntarily are the sources of helpful detail. These interviews present a tremendous way for workers to express their opinions, voice complaints if any, and offer helpful criticism.
Exit interviews present a fleeting prospect to find details that otherwise may be impossible or not easy to get. It is also an imperative learning tool, and if conducted in proper manner can provide companies with a prospect to clarify incentives and salary related issues. The companies can also figure out reasons behind employee retention and discuss the grounds for termination.
Some employers conduct exit interviews to make the leaving employee acquainted with firm’s rules regarding departing, such as restrictive covenants, trade-secret confidentially, unemployment insurance and others. It also helps employees to make sure return of company property, security cards and keys. Besides, you, being an employer, can also find out how well the particular department is operating. Sometimes, this interview can also be held to defuse or resolve any remaining issues with existing workers. While preparing for
exit interviews, employers should assess the employees file that include performance appraisals and job description.
In many cases, HR department with adequate preparation and training should do this interview. More often than not, immediate seniors are very close to circumstances to be precise in asking queries and documenting responses. The immediate seniors of employees should be there at the time of interview so that worker can feel more relaxed and answer all questions honestly.