As the number of people leaving their jobs hits new highs, more and more companies are seeing the value of conducting exit interviews and learning what kinds of questions should be addressed. Why? Even though it might be expensive to bring in new talent, if you take the time to listen to your employees’ genuine feedback, you can reduce employee turnover and make your company more appealing to potential new hires.
Exit interviews: the most efficient practises
If you put in the time and effort, you’ll be able to ask your departing employees the most productive questions during their departure interviews. Asking yourself these questions can help you collect data that will lead to useful insights. Take into account the guidance below in this regard:
Having someone from the HR department conduct the interview is a good idea if your company is large enough to have one. The leaving worker may find it less of a hassle to respond openly and honestly to all of your queries if you do this. Here are the exit interview questions you should know about.
Exemplifications of Possible Questions to Ask in a Termination Interview
Employees who have had a good time working for the firm should be asked the following before they leave.
What made you begin searching for a new job?
Asking this question allows you to identify general themes even if the response will almost always include specifics that are specific to the person doing the exit interview.
What conditions, if any, would you need to contemplate coming back to the business?
Boomerang employees are those who voluntarily leave their employment but later decide to go back to work. Nonetheless, due to the present talent shortage, more and more businesses are keeping their doors open to exceptional candidates who are already acquainted with the company’s values and procedures. Understanding the factors that could encourage a highly competent person to return to the organisation is thus crucial.
Is it your impression that you were given due credit for your efforts by management? If not, how would you propose we enhance recognition?
One of the variables that lead to pleasure in the workplace is being recognised and appreciated for one’s efforts. This question was asked at the conclusion of the exit interview, and the answer might provide light on the efficacy of various forms of employee recognition. Get employees to think back on specific times when they felt valued by the company and times when they felt ignored or taken advantage of.
Were there any corporate rules that you had trouble understanding? If so, how can the company clarify them?
Use this window of opportunity to learn something that might help open doors to future transparency. An employee’s perspective is crucial since they can shed light not just on which regulations are vague but also on what’s leading to the ambiguity. A poorly written handbook, a confusing chain of command, or a lack of consequences for breaking certain rules are all instances of this.