Exit interviews should not be a formal possibility for leaving employees to express complaints that will be immediately forgotten. Companies should use them as a tool for uncovering the causes of dissatisfaction and the possibilities of improving employees' working conditions so that others do not leave. How to get honest feedback from leaving employees and maintain good relations with them for the future?
Wait a while
Last days before departure may be full of emotions and exit interviews at this time may, therefore, not bring objective information. Try to wait and arrange the interviews with former employees after a few weeks.
Maintain neutrality
Interviewers should not be direct supervisors of the leaving employees. Some organizations even choose representatives of third parties that provide greater neutrality to lead the interviews.
Give a reason for honesty
The leaving employees should hear from you that the interviews are used to detect problems that may affect all employees and so their answers can help their former colleagues.
Ask creative questions
If you ask just why the employee leaves, you'll get only a generic answer. Your questions should be specific, such as: What made you decide to started looking for a new job? What the new employer offers you that we dod not? What advice would you give to the employee who will now work on your former position? Under what conditions would you consider returning to our company?
Work with the feedback
Exit interviews do not make any sense if you do nothing with the gathered information.
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