Money, either the desire for more income or unhappiness with perceived
inequities.
Follow these steps to conduct effective exit interviews:
1.
2.
3.
Explain the purpose of the exit interview to the departing employee. The
essential purpose is to determine whether there are problems that should be
addressed to help prevent further losses of valued employees.
4.
Explain the confidential nature of the process. Assure the employee that
no one beyond the interviewer will be able to attribute specific comments to the
individual.
5.
Keep the process simple. An exit interview should be relatively brief and
focused on specific areas (a few recommended questions are listed below).
6.
7.
answers come from those who admit they're going to work elsewhere; those who cite
only "personal reasons" are often reluctant to reveal their true reasons for fear of
repercussions (poor references, etc.).
8.
9.
Assure the individual employee that all information provided will be used
anonymously and that no permanent record will be retained. Once the information is
assessed and tabulated, the interview document or notes should be discarded.
10.
How do you feel you were treated by your supervisor and your coworkers?
How well do you believe your work was recognized and appreciated?
Do you feel you were given adequate training and assistance in learning your
job?
Can you see opportunities for transfer or promotion within this business?
How fairly was the workload distributed among you and your coworkers?