Exit interviews, why bother with them?

There are many occasions we are asked to carry out exit interviews for our clients, but why? The individual is leaving so why bother to gather their views?

Well, they can provide insight into the reasons why an employee is leaving the company, often the real, rather than the official reason. They will often enable the gathering of constructive feedback for the company about their experiences.  From the information provided you can use it to make improvements to the work environment and retain current employees.

Why do we do them?

  1. Identifying reasons for employee turnover: Exit interviews can help employers understand why employees are leaving the company and identify patterns or trends in their reasons for leaving.
  2. Improving the work environment: The information gathered during exit interviews can be used to improve the company’s culture, policies, and procedures, making it a more desirable place to work
  3. Retaining current employees: By identifying and addressing the reasons why employees are leaving, companies can take steps to retain their current employees and reduce turnover.
  4. Improving recruitment efforts: Exit interviews can help identify any issues with the recruitment process and suggest ways to improve it.
  5. Gathering feedback: Exit interviews provide an opportunity for employees to provide honest feedback about their experience at the company, which can be used to make improvements.
  6. Compliance: Some organizations are legally required to conduct exit interviews, especially when it comes to government or unionized employees.
  7. Protecting company’s intellectual property: Exit interviews can help to ensure that employees do not take confidential or proprietary information with them when they leave the company.

Why would you ask an External HR Consultant to carry out these interviews?

Objectivity: An external HR consultant is not emotionally invested in the company and can provide an unbiased perspective on the information gathered during the exit interview.

Expertise: External HR consultants have experience conducting exit interviews and are trained to ask the right questions and gather the necessary information.

Confidentiality: An external HR consultant can provide a safe and confidential environment for employees to share sensitive information without fear of retaliation.

Time-saving: Hiring an external HR consultant to conduct exit interviews can save the company time and resources that would otherwise be spent on training internal staff to conduct the interviews.

Legal Compliance: An external HR consultant can ensure that the company is in compliance with any legal requirements for conducting exit interviews.

Impartiality: An external HR consultant is not a part of the company’s day-to-day operations and can provide an impartial perspective on the employee’s experience and the company’s culture.

Follow-up: An external HR consultant can also provide follow-up service and analysis of the feedback, they can also provide suggestions and recommendations to the company to help improve retention and employee satisfaction.

Are you interested in how they will support your business?  Not sure where to start?

Contact the team at Acorn Support to discuss your needs and aims.

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