Exit Interviews

Posted by Sonny Wong on March 4, 2016 at 11:11am in Being An Effective Practitioner

Hi all,

I will be conducting my first exit interview within the next few weeks

Does anyone have any advice and tips of what has worked and not worked so well? Any questions that are useful to ask?

I am keen to create a good structure with key questions to prevent the session from becoming a negative forum.

I work for an SME with 30 employees specialising in media and communications in London.

Any help will be much appreciated!

Many thanks,

Sonny

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Replies

Vicky Gallagher August 31, 2016 at 2:10pm

I like to get honest feedback about what benefits did & didn't work. The 1 question which gives the most food for thought is along the lines of "which policy or procedure would you change if you'd been given the opportunity in the last 2 years". It's quite enlightening to see what doesn't sit well with staff & why. Often it's something really contentious which can be amended for a quick win!
Sonny Wong August 24, 2016 at 9:04am

Thanks for all your replies! Very useful and have used some of the feedback given! Thanks again everyone!
Kay Baldwin August 23, 2016 at 4:00pm

Hi Sonny

I have recently carried out two exit interviews in my new role as HR Assistant. We have an exit interview template, which I feel needs work as it is quite lengthily and not sure if all the questions are even relevant.

I did however, before going into the meeting, made sure I had an understanding of the person who was leaving. If they have had any complications in their length of service, which may be a contributor to them leaving. Just to ensure I asked any of the standard questions in a appropiate way not to cause any bad/uncomfortable feelings. checking the letter of resignation too beforehand.

I ensured I was listening and had a full understanding of how they were answering the questions, reiterating what I have noted to check I have captured the essence of what they were saying.

I feel they went well, as I didn't rush them and gave them time to think and answer questions at their own pace.

I hope this is of some use to you.

Good luck :-)

Kay
Clare Dodd August 9, 2016 at 4:01pm

Hi Sonny,

I think we will be looking to review ours soon as well.

Whilst I don't know the turnover of your company, we do ours via Survey Monkey and then we can analyse the data much easier. We provide the link a few days before hand but then always print off and talk through it. This also give the employee time to think about it and when you discuss things, it is much easier to ensure that there is no misunderstanding with what is written down.

Thanks

Clare
Sarah Loates March 4, 2016 at 12:05pm

Hi SonnyI will send you a copy of one I sent to a client last week, it really depends on the company though. We are doing employee relations here in the Milton Keynes today and have just discussed exit interviews and there was a really wide variety of questions.

The first place to start if why is the organisation doing them, what does it want to achieve?

All the best

Sarah
- Rachael Dent > Sarah Loates August 8, 2016 at 4:31pm
  
  Hello,
  
  We are revamping our exit questionnaires - what we currently have is not fit for purpose.
  
  It would be great to hear what we should be avoiding!
  
  Best wishes
  
  Rachael
  - Sarah Loates > Rachael Dent August 9, 2016 at 12:34pm
    
    Hi Rachael
    
    I found this article which has some good tips?
    
    http://www.hrmagazine.co.uk/article-details/employee-engagement-exi...
    
    All the best
    
    Sarah
    - Alison Simmons > Sarah Loates August 14, 2016 at 4:51pm
      
      I found that link very interesting, thank you Sarah.