Exit Interviews that don’t Suck!
Picture this, you are at a coffee shop and seated in a back corner. You're sitting opposite the person you’re about to break up with… your partner of one year and one month. You do the deed, and after some shocked expressions they look up at you and ask if they can book you in for an exit interview before the last day of your relationship.
lol/huh??
For many, the idea of an exit interview arranged after they quit their job is just as awkward.
Why?
Conflict. Most people avoid conflict and an exit interview can feel like an arena for conflicts to arise.
Guilt. Some employees will feel guilty about leaving the organisation for a host of reasons. So the exit interview reinforces this sense of guilt.
Power imbalances. Quite often an employee will feel intimidated discussing their reasons for leaving with their boss or HR.
Positivity. Most people don’t want to burn bridges. They may fear an exit interview will cause them to say something negative that might harm future relationships.
Formality. For many, the exit interview is a mere formality that nobody takes too seriously, essentially it is a waste of time.
However, an exit interview can be tremendously useful. It can provide your business with much needed intel on how things can be improved for your employees. It can even be a moment of positive closure with the outgoing team member.
Exit Interviews…
Exit Awkward. Enter Learning
Here are simple steps to make exit interviews something you look forward to.
First, we need to change our mindset. The exit interview has nothing to do with breaking up!
People leave jobs. This is normal and can be incredibly healthy. You probably left a job in order to start your own business. You want the outgoing employee to know that they leave with your support and blessing. You want them to thrive.
Second, anticipate and alleviate the awkwardness. Let the outgoing employee know you have valued their contribution and that the exit interview is an opportunity to wrap up loose ends, learn and finish on a high.
Third, send them the questions you will ask in advance, so that they can think about what they want to say. Because this meeting will feel like a conflict for some people, you want to help them think as clearly as possible.
Fourth, with the above email, send them a bullet point list of reasons you are thankful that they have been part of the team. You could mention their specific talent and skills, a specific way they supported you or the specific positive attitude they brought to the team. This will create a positive atmosphere before the meeting even happens.
Fifth, at the interview, give them something to say thank you, even if it is just a coffee. You will feel good, and so will they. (Note: If they have been with your business for more than 3 years, get them something a little more than a coffee!!)
Finally, remember, it is unlikely they are leaving your business the moment the interview is over. So don’t say bye straight after the meeting unless you are both online… otherwise you will have one super awkward walk back to work!
Don’t say bye to early!
Make the most of exit interviews.
Questions to use during exit interviews:
As a bonus, here are some of my favourite questions to elicit genuinely helpful answers from outgoing employees. Some of these questions may be best sent in a survey if you think the outgoing employee would answer better without the pressure of a face to face response:
Questions to develop the employee:
What is something you learnt whilst with our business that you know is going to help you as you transition to ‘company x’?
How do you think your next company well help your career and personal growth?
Questions to develop the business:
What is unique about working at our company that you think all incoming employees should know and be ready for?
If you could have modified your job, what would you have done
More of
Less of
Out of 10, rate how significant salary was in making the decision to leave.
What training or tools would have helped you enjoy your work more?
Where or when did you most commonly find yourself frustrated at work?
In your own words, what is your reason for moving on to another job?
In your own words, what is one thing you are thankful for at our company and what is one thing that could be improved to make it better for our next employee?
Questions to develop you as a leader:
Rate the following out of 10 for me:
Clarity of Communication
Support and encouragement
Vision and leadership
Trustworthiness
Organisation
Giving others the credit
Can you summarise my leadership in your own words?
