Exit interviews are significant in light of the fact that they offer a more profound understanding of your work environment, everyday procedures, management, and employee engagement. The motivation behind a exit interview is to evaluate the general employee experience inside your association and distinguish chances to improve morale and retention. Reducing employee turnover is a crucial target for all people teams, and the first step to get there is to understand why employees are choosing to leave and which of those factors you can control.
Having a concise procedure when conducting exit interviews is also vital to risk management. When employees' issues are tended to fairly and adequately inside the work environment, there is no requirement for outside examinations, litigation or negative PR.
When you have nailed your standard exit interview, they can provide a crucial platform to foster positive relationships and company culture. You may not know where to start with questions, so we've put together some of our favourites.
An effective EI process creates a needed mechanism for companies to systematically learn about and from what is their most important resource: their human capital. - Everett Spain, HBR
Employees that are leaving are far more likely to be honest and open about the various aspects of your organisation which may have factored into their decision to leave.
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Measuring employee engagement can be challenging. Luckily for you, there are multiple methods such as pulse and annual surveys or exit interviews to measure engagement levels across your business. Find out more about what to do and don’t do.
PeopleGoal Content Team