Exit interviews may prove a ‘win-win’ condition for both employee and the company if conducted in a proper way. Essentially, an exit- interview is a conversation between a leaving worker (leaving either involuntarily or voluntarily) and representative from company. This interview can be conducted on informal basis, or may also follow structured format. Sometimes, a written questionnaire can also be put into use in place of face-to-face conversation. Whichever format is implemented, exit interview is generally documented.
The workers who leave the organization involuntarily or voluntarily are often good sources of helpful information. They may voice complaints, let-off steam, offer useful criticism or simply explain why they are leaving. However, the actual value of
exit interviews is clearly for the company itself that can utilize it as reality check, trend spotter or informal but imperative evaluation to find out how the organization is doing. The best time for exit-interviews is not the day when worker is about to leave, but it should be two or three days before. Whenever the interview is conducted, sufficient time must be given for thorough discussion. It is always a tremendous idea to schedule exit interview when the employee goes to personnel to fill-out benefits paperwork or return identification badge.
As per renowned HR executives,
exit interviews are more effectual when conducted in short time after worker has left, as this interval permits him to think about answers, without any pressures of work. Most workers who have left voluntarily would like to take part in later conversation just because they wish to keep possible return and communication lines open. It is a good idea to conduct the interview in front of employee’s immediate supervisor so that he can feel comfortable and speak honestly.
Simply put, an exit interview facilitates a fleeting prospect to employers, to help them figure out details that otherwise may be impossible or more difficult to get.