Is it the money? Is it the working environment? Do you have problems with the boss? Was the training sufficient?
These are the kind of questions companies need to pose to employees who have decided to leave the business.
With recruitment particularly tough now, it is key for the employer to know what the leaver has been thinking.
Losing a valued team member has a detrimental effect on the business, but if you identify the problems, you are much better placed to encourage others to stay.
Key questions in an informal setting
In the case of conducting an exit interview, the company has already lost this member of staff, but by posing key questions in an informal environment you can help avoid losing other staff for similar reasons.
It will almost certainly be a full and frank dialogue as people rarely decide to leave jobs for trivial reasons, and the interviews exist to help give a clear oversight of everything that goes on at the company.
The best time to conduct the interview is as they leave or shortly afterwards. If they are prepared to come back for the interview, the company should give them an idea of what questions will be asked. They will feel more relaxed in a less formal venue like a café.
Some other questions and guidance could include:
- How can the company improve in the future?
- What would have persuaded you to stay?
- What do you think are the company’s strong points?
- Did you feel properly supported by management?
- What was the most difficult thing you had to deal with?
- Make sure it is a two-way conversation, listen more than talk.
- Let them know that the process is confidential.
Samantha Randall, an Employment Law expert at Palmers, gives her tips: “Keep it personal and let them choose who they would like to talk to. The immediate superior might not be the best option.
“Once the interview is complete, the business needs to analyse the feedback and it could be painful reading. But it is also an opportunity to improve the HR structure, adjust, and take any necessary steps with personnel who may have been the cause of the departure.
“It’s also a case of not burning your bridges, for both parties. It is an opportunity to thank the leaver for their services and for them to leave on good terms. They may wish to come back.”
For help and advice on matters relating to employment law, contact our expert team today.