Exit Interview: Is It Really Important?

Exit Interview: Is It Really Important?



A survey, analysis, or conversation with the employee is what is known as a "exit interview," and it is carried out by the employer when the person is about to leave the organization. Organizations are not required to adhere to this, but doing so will enable them to see certain signs that an employee may be departing. Because the leaving interview is voluntary and not required, the employee may decline to participate. Employers should also refrain from arranging it.

Retention strategies might be based on the information from exit interviews. Exit interviews seek to understand why individuals are departing rather than trying to convince them to stay (Armstrong, 2006).

The exit interview is a conversation between an organization representative and a departing employee to uncover reasons for leaving (Hossain et al., 2017). 

Why it's important to do exit interviews

  • Identify potential for staff growth.
  • Retaining top people will lower extra recruiting and training expenditures.
  • Obtain knowledge about managerial challenges.
  • Stay up to date with compensation & benefits.
  • Boost the reputation of your employer.

How to carry out a successful departure interview
  • Decide on the interview format: You may save time and save awkward conversations by giving the departing employee a questionnaire to complete before the interview.
  • Selecting an interviewer: The ideal candidate is typically a member of the HR staff since they are impartial. The worker will become at ease and open up. Nevertheless, it would be preferable if you could choose independent experts, particularly for executive level departure interviews.
  • Choose what questions to ask and what not to.
  • Keep things positive.
  • Don't squander the employee's time.

Exit interview process 

  • One week prior to the resignation date, HR will give the departing employee a questionnaire to complete and return to HR.
  • An departure interview is done by the T&D manager for executive category personnel and the HR representative for worker category employees prior to the last day of the resignation period.
  • Only the schedule question will be covered during the 15-minute interview; this information has already been given to the employee.
  • The interviewer will allow the candidate to extend the period if they have additional questions or comments.

  • Only the senior general manager of operations and the senior general manager of human resources are privy to the meeting's specifics.

  • In addition, on the last day, workers in the worker category will have the opportunity to have tea with either the Senior General Manager of operations or the Senior General Manager of human resources. Employees in the executive category have the option of having tea with either the CEO or a Functional Director.

Conclusion

As per Armstrong (2006), the exit interview will provide useful information on which to base retention plans. Exit interviews aim to establish why people are leaving, not to persuade them to stay. According to Hossain et al. (2017), an "exit interview" is a conversation between an organization representative and a departing employee to reveal reasons for leaving. This will help the employer streamline the organization's processes if needed. But most of the time, employees refuse to participate in the exit interview. Furthermore, it has been revealed that the majority of the data obtained from the exit interview is unreliable. However, conducting an exit interview will be helpful to the organization.

References

Armstrong, M., 2006. Handbook of Human Resource Management Practice. 10th ed. London: Kogan Page Limited.

Hossain, S., Himi, S. T. & Ameen, J. A.,2017. Strategic Use of Exit Interviews The Art of Retention. Asian Journal of Economics, Business and Accounting.

Leon, M., 2017. glassdoor for Employer. [Online]
Available at: https://www.glassdoor.com/employers/blog/4-reasons-you-must-conduct-exit-interviews/
[Accessed December 2022].

 


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