Change is inevitable. In business, one of the most sources of change is your staff. Sooner or later, even your most satisfied employees will move on. These moments can be frustrating – after all, now you have to find a replacement – but they can also be amazing learning experiences. By conducting exit interviews with your staff, you can gain valuable information that can help you improve your business.
Why exit interviews are crucial
While hiring interviews help you find out more about your candidates, an exit interview helps you learn about yourself – well, your business, at least. Employees who have spent any time at your company will have valuable insight into your processes and how to improve them. When you conduct a well-planned exit interview, you will learn how to build a more successful company.
How to handle an exit interview
Exit interviews are very different from hiring interviews. Since your goals are different, you won’t be able to use the same questions and tactics. Here’s what you need to keep in mind before getting started.
· Put them at ease
There are many reasons an employee could be uncomfortable talking openly about their opinions. Some don’t want to burn their bridges, while others fear future reprisal from an employer who is holding a grudge. To avoid these roadblocks, make it clear their comments be used for informative purposes only and will not be connected to them in the future.
· The most important question: Why?
When someone chooses to leave your company, you have to find out why. Replacing a talented worker is costly and time-consuming, and is something to be avoided at all costs. If you can find out why your workers are choosing other employers over you, you can prevent others from leaving in the future.
· Start with the positive…
Most people (even employees who are on their way out) are uncomfortable with confrontation. As such, starting with what they hate about your company is unlikely to get the conversation flowing. Break the ice by asking what they think you are doing right. By identifying successful strategies, you’ll know where to focus your efforts in the future.
· … but don’t forget about the negative
Of course, you’re not here just to hear good things about yourself; your goal is to make the company better. In order to do so, you need to learn about your weak points. Ask your (soon-to-be former) employee to honestly state what they dislike about your business and its culture. This is no time to be thin-skinned. Accept your employee’s opinions are valid even when they are hard to hear.
The information you gain in a high-quality exit interview will help you dramatically improve your management style. At All Quality Labor, we have over two decades of experience helping businesses like yours build stronger, more effective teams. Whether you are looking for part-time, full-time or temporary industrial workers, we can help you get started. Contact us today to learn more about our services.