How to Handle Exit Interviews the Right Way

Regardless of whether employees choose to resign or are being asked to leave, exit interviews are important as it offers valuable “inside information” for the company. This is because employees are more likely to open up about the issues that led them to leave the company at that point of time.

1. Publicise it.  

Letting employees know that you will conduct exit interviews is a positive move. It sends out a clear message to everyone that yours is a listening organisation.  

2. Choose a neutral location and interviewer 

Do not let the direct reporting supervisor of the employee conduct the interview, as they may be the reason why the employee is leaving. The best person to do the job would be the human resource manager or executive. Also, it is not advisable for the direct reporting supervisor to be around as the employee may be reluctant to talk.  

3. Set the expectations  

Inform the employee whether the interview is confidential and what will happen to the feedback given. In this way, the employee will be able to “let loose” and feel unrestrained in talking about lingering issues.  

4. Structure the session 

The main objective is to find out why the employee is leaving. Try to interpret their perceptions of the company through your conversation with the employee, to uncover the underlying reasons for leaving. Then, relate your discoveries to the recruitment process, performance assessment aspects, etc to find out why things did not work out for the employee.  

5. Listen and stay calm 

Most employees choose to vent out their frustrations during the exit interview. The key is for the interviewer to stay calm and remain objective as the exit interview might be the only opportunity for you to hear the truth.