Human Resources
Exit interviews
Conducting an exit interview with a resigning or terminated employee can be a valuable opportunity to gain feedback about your organisation. It can reveal problems that otherwise may go unnoticed and can provide insightful information. The structure of the interview itself varies with the employee's position, the interviewer, and the circumstances of the separation.
Commissioning TP human capital to undertake exit interviews on your firm's behalf ensures departing employees are given the opportunity to provide reliable feedback through a genuinely independent source.
Using the right interviewer and questions, employees can be encouraged to share negative and positive information that can in turn be used to address internal issues such as morale and turnover.
Benefits gained from exit interviews include:
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parting with the employee on good terms
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suggestions for improvements to recruitment processes
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identification of sources of job dissatisfaction
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feedback on human resources that can help with planning and practices
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identification of areas for improvement, i.e. processes, management, supervision, job design, remuneration or career planning and development.
This information can be used to remedy high turnover, to monitor recruitment effectiveness, or, to contribute information that can help solve broader management problems.
An exit interview also allows the employer to confirm that there are no questions of forced resignation or breach of employment contract. (A resignation for these reasons amounts to a dismissal in law and may give rise to an unfair dismissal claim.) If an employee makes claims in an exit interview of: unfair treatment, unsafe practices, or harassment, then management should fully investigate. Although it may not solve the current case at the very least it can ensure the same thing does not happen again.