How Exit Interviews Reduce Employee Turnover

How Exit Interviews Reduce Employee TurnoverHow Exit Interviews Reduce Employee TurnoverHow Exit Interviews Reduce Employee Turnover DeZube When an employee hands in their resignation, is an exit bewerbungsinterview part of their exit protocol? If not, youre likely missing out on some valuable information. Exit interviewsProvide intelligence about your employer brandHelp diagnose how you can reduce employee turnoverNot to mention that exit interviews can reduce the likelihood that a former employee will sue your firm.Exit interviews are a way to understand your brand as an employer and how you come across to employees, says Robert Greene, CEO of Reward Systems, Inc., a Glenview, Illinois, management consulting firm.So why are they so often overlooked?A Matter of HonestyIn small- and mid-size companies, exit interviews can be uncomfortable, given the intimacy between management and employees.People are guarded, particularly if theyre leaving the organization, says Lori Johnson, a team lead for ADP TotalSource, Culver City, California, an HR outsourcing firm.And then theres the issue of honesty. Many departing employees dont want to alienate their former employers, so they avoid honest criticism in exit interviews. Instead of telling you the operations manager is a bully, they come up with inoffensive reasons for their departure More money, better benefits or more responsibility.To overcome employee reluctance to share criticism, instead of asking an employee why theyre leaving, ask why they started looking, Greene says.That will get them to tell you the truth, he says. Youll see where youre coming up short. Maybe you cant train the way a big organization can and the employee got stuck doing the same thing over and over. It may be that person is ambitious or bored and wants to move along.Supplementing an in-person exit interview with either a follow-up pen-and-paper or an online survey can also boost results.People can be more honest about how they feel when they re alone and just getting their thoughts out, Johnson said.Exit Interview QuestionsA question that helps uncover the reasons for employee turnover makes a good exit interview questions, such asHow do you feel things went here?Do you have suggestions for improvements?Where are we coming up short?What could we have done that would have stopped you from leaving?What is your new employer giving you that you did not get from us?How does your new job fulfill your career goals?Would you like us to stay and touch to let you know about future opportunities? Can you also please let us know as you gain new skills and experience?Exit Interviews Inspire ChangeOver time, keep a tally of what people say at exit interviews. Once you know why employees leave, you can decide if you want to (and can) change your business practices to reduce employee turnover.If everyone complains about vacation, you need to rethink your vacation policy, Johnson says.If you see a pattern and are unable to change the si tuation, you can still reduce employee turnoverby using the information to change the employee selection process.For example, if your job requirementsinclude a lot of kenntnisse accounting tasks, a recent grad may not be happy working for you because the job doesnt utilize all his newly acquired job skills.Meanwhile, an accountant who is winding down his career and close to retirement might be perfectly happy in the position.If people are leaving for reasons you cant fix, learn from it instead of just saying its painful, Greene says. It may be the cheapest consulting you ever get.Exit Interviews Reduce LiabilityNo matter why an employee is leaving, its a good idea to do an exit interview to discuss the companys and the employees rights and obligations after termination. This conveys the message that your company follows the law.It can also reduce your exposure to discrimination, harassment and employment lawsuits filed by former employees, says Lori Goldstein, an employment attorney in Northfield, Illinois.In addition to covering routine issues such as COBRA and unused vacation pay, talk about and share copies of any non-compete, confidentiality or post-employment agreements that the employee signed. Doing so gets everything out in the open, so employees leave without feeling like they need to go talk to a lawyer, Goldstein says.Make Note of the Conversation Goldstein also recommends having a witness take notes at the exit interview. If you choose to not have anyone sit in on the exit interview, take notes yourself to document what was said. That way, if youre called into court later, you can say which questions were asked and what responses were given.For example, suppose you asked an employee why he was leaving and he didnt mention discrimination. If he later files a discrimination lawsuit, your notes about the exit interview may aid your defense. It may not make your defense be a slam dunk, but it may go a long way toward resolving, settling or getting rid of the claim, Goldstein says.If an employee does claim discrimination, harassment or threatens legal action, its better to hear about it during the exit interview rather than later. You may be able to derail the lawsuit by offering increased severance, or complete an investigation into the complaint before the suit is filed.At worst, youll have a heads up that you need to consult an attorney.Avoid Retaliation after an Exit InterviewWhen you hear information that you dont like during an exit interview, remember to remain objective.You cannot retaliate for a good faith complaint, Goldstein says. To reduce hurt feelings, think carefully about how to tactfully share exit interview information with others in the company.An angry teamberater or co-worker who damages a former employees reputation by falsely defaming them can get you sued. Train your employees to be careful what they say to employees and the outside world, Goldstein concludes.