What is an exit interview useful for?

Service Business

When you hire a new employee, the need for an initial interview is obvious. Have you thought that the interview at the end of the cooperation can also be something very helpful? Currently, few bosses in Poland use the mechanism called exit interview - wrongly.While it may seem pointless talking to an outgoing employee, let yourself see that this is not necessarily the case.

What is exit interview?

An exit interview, i.e. an English exit interview, is a personnel management tool that is gaining more and more popularity. A specific interview is conducted with employees who decide to leave the company. It is less common for a conversation of this type to be initiated with an employee dismissed by the boss's decision. In this case, more often it is an information conversation with support elements. On the other hand, there are situations in which the employee is nevertheless invited to an exit interview.

What can you find out with an exit interview? Many things - from satisfaction with salary and work, through the assessment of relations in the team, to the opinion on the company's management. It all depends on how the interview will be constructed.

Exit interview - the goal

The departure of a good, qualified employee with experience from the company is usually a big loss for the company. The necessity to replenish the staff is a big investment - from recruitment, through the introduction of a new employee, to possible additional training courses. If such a situation repeats itself, the company's condition may deteriorate significantly.

Therefore, in order to prevent rotation in the company, it is worth using an exit interview in the case of the first dismissing employee. The purpose of such an interview is quite complex, but the main assumption is to find out why the employee chose to leave. What might be additional, secondary goals? The most common are:

  • retaining an employee thanks to eliminating problems,
  • obtaining expert knowledge from the departing employee,
  • gaining real feedback on the company, team and management,
  • improving the company's image in the eyes of the employee,
  • making the employee feel that his opinion is important.

The advantage of the exit interview is the fact that all the indicated goals are strongly intertwined with each other. Thus, one tool can answer most of them without requiring much development. What are the rules for using the exit chat method?

Exit interview - rules

The basic premise of an exit interview is to conduct it with an employee who has decided to leave the company. First of all, the trader has a chance to check what has not sounded as it should. Moreover, by definition, an employee who leaves of his own free will is in a better mental condition than a dismissed employee.

Nevertheless, some companies decide to conduct an exit interview also when the dismissal decision was made by the management board, not the employee. This is not a forbidden solution, but in such a situation, you should first of all take care of the employee, provide him with time to deal with negative emotions that may occur. Only then is it worth asking for a business feedback evaluation. In this way, the company does not allow a situation in which bitterness or regret affects the information from the employee.

Regardless of whether an exit interview is conducted with a leaving or a dismissed employee, it is best if an employee with more or less equal position in the company undertakes its implementation. Employees from the HR department are ideal for such activities. However, it is not the best idea to involve your supervisor for this task. A conversation with the supervisor is usually associated with some anxiety, even if the employee leaves the job - then he may be concerned about, for example, references. The involvement of the HR department is especially justified in larger companies - smaller companies, for example with one manager and automatically with slightly more intimate relationships, may still decide to talk between the supervisor and the employee.

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In any case, you should reassure the employee that an exit interview is not obligatory. This means that it will be of great use to the company, but getting involved is not the responsibility of the outgoing. Moreover, it should be emphasized that the exit conversation can be interrupted by the employee at any time, without explaining the reasons. Sometimes companies also decide to provide anonymity.

Anonymity in the exit interview can be guaranteed by conducting an interview using the online survey method. This solution is convenient, safe and creates a distance for the employee, so that the assessment is usually more objective. The alternative, of course, is face-to-face conversation. In both cases, it is best to conduct an interview at the very end of the work - so that the employee is not afraid that any negative opinions will have a negative impact on his last days in the company.

Exit interview a inside interview

Exit interview is certainly an interesting tool, but in companies with a small number of employees and their small turnover, it may not be fully effective. Therefore, specialists in personnel management sometimes point to an alternative to it - the so-called inside interview. While it seems that since there is no rotation there is no need for interviews, it is not entirely true. The world is not black and white, and there are no perfect companies - even in the best workplace, something else can be improved.

Inside interview is a type of interview - employees give feedback about the company they work for. The same rules apply to him as to the exit interview, but in his case the rules of anonymity are even more important. Since departing employees may fear expressing a negative opinion about an enterprise, those who want to stay in it may feel even more uncertain.

Exit interview is an interesting, although not very popular tool for improving work in the company. It is worth using because it does not require a lot of work and can be a valuable source of feedback on the company.