employee exit interview

Employee Exit Interview Tips

The real reason for an employee’s resignation is not always apparent. The typical professional niceties are often noted in the letter of resignation, rather than the actual issue causing them to leave.  That is unfortunate as it is the easiest way to learn why your finance employees are moving on.   To correct this issue consider creating an employee exit interview strategy.  An effective employee exit interview strategy can reduce future turnover by learning what is causing your employees to resign.

Some frequently used reasons given for resigning during exit interviews are:

  • Feeling unappreciated.
  • Negative experiences with management.
  • Personality conflicts.
  • Lack of growth opportunity.
  • Insufficient Salary.

Those are very fixable issues that employer should be informed about.  Hence the importance of putting together an exit interview strategy.  Below are helpful steps to consider when creating your plan:

Who Conducts the Employee Exit Interview

Although the exit interview is often conducted by the human resources department, other options are available. Perhaps a manager a couple of steps removed from the departing employee, or an external consultant, to gather objective information.

Create a Comfortable Opening

The opening dialogue between the resigning employee and the exit interviewer should be cordial and friendly. Focusing on the employee’s contributions during their term with the business creates a positive opening. Doing so leads to questions about goals and next career steps. The interviewer may learn that:

  • The person is leaving to work for a company with excellent advancement opportunities.
  • The culture and values of the new workplace promote a desirable work/life balance.

Learn About the Employee’s Experience with Your Organization

Astute inquiry about an employee’s time with your business can lead to insights about:

  • The aspects of the staff person’s work that offered the greatest meaning.
  • Challenges, including scheduling, relationships, and opportunities for advancement.
  • Aspects related to salary and benefits, learning opportunities, and workload.
  • Responses to the above points often lead to a discussion about supervisory and leadership support. Keep this as positive as possible by requesting suggestions for improvement.

Investigate Potential Concerns

Issues may be readily apparent or become so over time. Institute a tracking process that is regularly analyzed, revealing disruptions associated with resignation rates beyond the norm. Doing so can uncover problems that warrant further investigation:

  • Management flaws such as unclear guidance, interpersonal tension, and limited appreciation.
  • Opportunities and benefits that have not kept pace within the sector.

Institute an Action Plan

Act on findings that warrant resolution.

  • Share these with your leadership team.
  • Identify primary areas for improvement.
  • Engage frontline staff in planning.
  • Implement changes and monitor progress.
  • Continue to address concerns with a goal of promoting employee engagement and retention.

If you are an employer, click here for Employee Retention Tips