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:
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.
The questions you can ask include:
Where the responses are vague, ask additional questions to obtain clarification.
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.
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.