Morning All
Just wondering what you all do with your exit interviews? I have had a few recently that have been quite negative and the staff member felt unsupported by their manager. They got told that it wouldn't get shown to the Manager but then how do they know to make amends for future staff?
Interested to hear your thoughts
Thanks
Rachel
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Replies
Hi Rachel,
Depending on how your exit questionnaire is designed, when I had to conduct a leaving analysis sometimes in February this year. We conducted every leaver that stated 'other' as a reason for leaving. Positive exit questionnaire can be used to continue to build on the strengths of the organisation and the negatives ones to develop a strategy should there be a trend. I collect them up to 3 months but when I get any with alarming information, I escalate to our HR Business Partners who address the issues with Managers through performance management, cautions/warnings.
Cheers
Christianah
Hi Rachel,
I have introduced exit interviews in my organisation. I have found them to be very useful in gaining a good insight into how the organisation is doing from a staff welfare view.
You mention "They get told that the manager will not see it" - and I would absolutely stick with that.
I have asked though if the staff member would allow me to discuss the general points with the manager, if only to ensure that the concern they raise is addressed. It's worth bearing in mind that if they don't get on with the manager, they will be negative and will claim to be unsupported - so ask for specific examples. It may be that the manager is doing all they can, but personality clashes get in the way.
I tend to use them mainly for spotting any trends - they are far more likely to be in need of addressing if it's something that several outgoing staff raise.
Cheers
Steve
Hi Rachel,
You might have a look on these two articles, which I found very useful and could also help you answer to some of your questions:
http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2013/01/...
http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2013/01/...
Exit interviews can bring valuable information about why some people leave, what are the most common reasons for leaving, where are the gaps in people management and so on, if the company takes them seriously and as a long-term strategy.
Sorina
Thanks Sorina, much appreciated