How do you win the fight for top talent? By having a clear process. A clear interview structure, a strong onboarding process, and a […]Continue reading
This is a guest post from Peninsula UK, a leading professional services provider to small businesses across the UK.
Inevitably, employees will leave your business from time to time. Whilst this can be disappointing for you, there’s still a chance to learn something from the experience.
Exit interviews are a fantastic opportunity to ask the leaving employee a set of questions before they depart, so that they can provide your business with valuable feedback to act upon.
Ultimately, they’re an important tool that if undertaken correctly, can improve your business.
By utilising exit interviews, you can gain essential feedback on why the employee in question is leaving your business. In the long-term, this can help you make improvements, which could reduce the likelihood of other employees leaving. It is also a good learning opportunity to identify how you can improve the employee experience and better attract top talent.
Think of an exit interview as a chance to gain a better understanding of why an employee might want to leave your business.
It can be difficult to hear their feedback if it’s negative, but it does provide you with an opportunity to better the organisation and prevent your best employees from leaving.
It may identify a few things that can quite easily be improved, which can be implemented, and in turn, increase the businesses retention rates.
However, to do this, you’ll have to dig deep and ask some insightful questions in order to determine the real reason why an employee is leaving. This will enable you to unearth information such as:
Exit interviews can be quite nerve-racking for employees, they are often worried about burning bridges or getting people in trouble. Therefore, the interviews need to be approached in a way that ensures the employee feels safe and open to speak freely. On the other hand, employees are more likely to provide honest feedback, than they would have when they were an employee. Given that they know they can’t be punished or disadvantaged by speaking ill of the company, they are likely to be more truthful and provide genuine feedback.
With that in mind, this means that you need to be asking the right sort of questions to obtain the information you need.
An example of some questions you could ask are:
With the details you receive from departing employees, you can tailor your business to be more appealing to current and future employees.
As part of your retention efforts, you find out information:
For example, an employee may leave if they don’t believe there’s a clear salary review structure. If a competitor then offers a better wage and clearer progression, they’re likely to leave and take advantage of that.
So, this could be something you can improve upon, to ensure that staff members all receive fair and accurate reviews. This will mean staff loyalty and hard work are rewarded.
In short, the exit interview can inspire your business towards positive change.
And change will make you more appealing to talented candidates, as well as ensure you’re keeping your current staff happy and in turn reducing turnover.
Ultimately exit interviews are a vital aspect of the offboarding process. However, an exit interview is only valuable when the feedback that you’re given is investigated and acted upon. Not only will it prove that you take employee feedback seriously, but also your chances of keeping more of your employees in the future rises exponentially.
Are you a candidate looking for your next role? Let us help you.
Alternatively, are you an organisation with a HR or Reward vacancy? Get in touch
We started the morning with an introduction from our Director, Kevin O’Brien and our Marketing Executive, Melanie Beckham. They ran through the agenda for […]Continue reading
There is a strong correlation between reward and performance. Employees who are rewarded suitably and are satisfied, are more loyal, more produtive and more […]Continue reading