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Retaining Your Workforce Part 2 - Exit Interviews

Matt Massucci – Managing Partner / Co-Founder

Retaining Your Workforce Part 2 - Exit Interviews 

Conducting thorough exit interview is paramount to understanding why employees, particularly top performers, might be leaving the company.  If you haven’t reviewed your Exit Interview procedures in a while, take the time to do so soon.  Who conducts the interviews? What questions are being asked? How is the information being recorded and used? 

 Below are our suggestions for questions to ask outgoing employees:

  • What does your new company/position offer that made you decide to leave?   
  • Did anything happen here that triggered your decision to leave?  
  • Can we do anything to encourage you to stay?  
  • Are there any other unresolved issues or additional comments?  
  • Did your job duties turn out to be as you expected? Did you have the training, tools and resources you needed to effectively do your job?  
  • Did you receive adequate feedback about your performance day-to-day and in the performance development planning process?  
  • Did you feel that the work you were doing aligned with your personal goals and interests?  
  • Have you shared your concerns with anyone in the company prior to deciding to leave? How was your relationship with your manager?  Were you comfortable talking to your manager about work problems?  
  • What could your supervisor do to improve his or her management style and skill?  
  • Did you feel you were kept up to date on new developments and company policies? Did any organization policies or procedures (or any other obstacles) make your job more difficult?  
  • Did you experience any discrimination, harassment or hostile working conditions? (Dig deeper and/or ask follow up question(s)  
  • What was most satisfying about your job? What was least satisfying about your job?  
  • What did you like most about this organization? What did you like least about this organization? What else could we (the company) have done better?  
  • Were you happy with your pay, benefits and other incentives?  
  • What is your experience of employee morale and motivation at this organization?  
  • Do you have any tips to help us find your replacement?  
  • Would you consider working again for this organization in the future? Would you recommend working for this organization to your family and friends?

Make sure to end the meeting on a positive note. Thank the exiting employee for their service to your organization. Let them know that the exit interview information is helpful and wish them the best in their new venture.

Check out part one of this blog here: Is it time to refresh your company’s recruiting and retention plan?

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