Exit Interviews Provide Insights on Effectiveness Of Your Manpower Plan

Make it a practice to conduct an exit interview whenever employees resign. Making it a policy is an option.

This interview is at the opposite end of recruitment. It is as important as preparing well to conduct the job interview.

By interviewing employees who decide to leave, you can:

  • obtain information on the reason or reasons why the employees are leaving;
  • provide counseling where this is appropriate, and
  • give assistance to any employee in finding a new job, where such help is considered appropriate or when he or she asks for help.

You may want to ask why must you offer help to someone who is leaving.

If employees leave because of the workplace condition or the way they were treated, then you need to undo some of the damage to your reputation as an organization.

In addition, by conducting an exit interview, you may find something valuable that helps enhance your image as a good employer.

Information on Workplace Environment and Management

The information obtained during the exit interview can shed light about your organization and the style of managing people.

You will know the organization's strengths and weaknesses.

This enable your organization to conduct reviews in order to improve its policies especially those relating to human resource management.

Be aware that the resigning staff may not give you the right answer. This is especially true when he or she is leaving because of conflict with a colleague or the supervisor.

Give assurance that your report will not mention any names. If again there is refusal, you cannot do anything about it.

Questions during exit interviews

The questions you can ask include:

  • What are the reasons for your leaving the organization?
  • What and where is your next job?
    Obtain compensation details if possible. Do not press for the answer if none is forthcoming.
  • What do think of your present job, compensation, working conditions, etc
  • How do describe this organization as a place to work?
  • What could have prevented your resignation?
  • What changes are necessary to make you stay or return?
  • Please give other necessary suggestions.

Where the responses are vague, ask additional questions to obtain clarification.

This is especially helpful when asking information about the organization. For example, how good are the terms and conditions contained in the employment contract.

Before you commence asking any question, ensure that the employee is comfortable. Explain that you have called him or her for the purpose of gathering important information. Tell him or her that the information will help your organization improve. And that there is no hidden agenda.

Other Ways of Obtaining Information

You may want to use other methods of obtaining information.

  • You can use the post-exit interview. This is conducted by telephone. The timing of the call is important. Agree on the arrangement before hand.
  • Alternatively, you can use a post-exit questionnaire. It is mailed to the ex-employees shortly after they leave the organization.

If you assure confidentiality, you can obtain more accurate information through the questionnaire.

It can happen that you cannot obtain anything from ex-employees. There is not much you can do about it.

Whichever method you use, there is only one major purpose. To find out the weaknesses in the management of human resources so that managers like you can rectify them. Thereafter, you can steps to how people are managed.

Nothing less is expected of people in management positions.

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