Your employee’s bags are packed, they’re ready to go. They are standing there outside your door...
Today finds us at our final topic of discussion on the
subject of interviews, Exit Interviews. This
may be your last opportunity for a discussion with your employee. What will you say? What will you do? Please feel free to comment about experiences
performing or being part of an Exit Interview.
EXIT INTERVIEWS
There comes a time for most employees when they are moving
on. As discussed in a previous post,
this can be for a number of reasons ranging from changing jobs to retirement. The Exit interview, usually given by Human
Resources, is typically kept separate from the Termination Interviews because
it serves a different purpose. This
interview allows the employer to give the employee separation information and
then to extract information about how the employee views the organization.
Separation
Information
If you have rated an employee as re-hirable, a departing
employee may be a great source as a future employee. Some employees can be like great
boomerangs. You release them to the
world, they gather experience and knowledge, and then they come back to you
later. It is best to allow them to leave
with a warm fuzzy feeling because you, the HR rep giving the interview, have
provided the employee with everything they need to succeed. You will want to be sure to give the employee
COBRA benefits information. It would
also be a good idea to provide them with the company’s referral policy and
contact numbers. If your company has a
non-compete clause, you may wish to discuss it here if it has not been
discussed previously. Do not forget to
get contact information for the employee if they happen to be moving. Be sure to thank the employee for their time
and their work at the company.
Revealing Information
The employee that is departing has the ability to speak
honestly and candidly about the company with less fear of reprisal. This is your opportunity to find out what
employees really think of their company and they may provide a more accurate
assessment of managers and policies. You
will want to ask why the employee is leaving the company. Ask what suggestions they have for
improvements in the organization. Ask
them about working conditions and relations between managers/subordinates. Be sure to look for patterns or issues that
you may want to address after the employee leaves. If there is a problem that is causing one
employee to leave, it may be an issue for other employees too.
Finally, ask the employee if there is anything more that
they would like to say before they leave.
Sometimes they will have a last thought that will be the most important
point of the interview. Then, after you
and their manager are sure the employee has all of their personal effects, the
employee should be escorted out of the building.
And remember all of
you Human Resources professionals: Be
Human... Be a Resource... Be a Resource
for Humans.
Disclaimer: The views
expressed in this post are by the author Trevor Stasik, and do not necessarily
reflect the views of any employer or any other organization. Please note, this
information is based on my understanding and is only to be used for
informational and educational purposes.
Do not take what I am writing as advice.
Seek your own legal counsel and/or see a tax accountant before making
business or personal decisions. The
author of this post makes no representations as to the accuracy or completeness
of any information on this site or found by following any link on this site.
The owner will not be liable for any errors or omissions in this information
nor for the availability of this information. The owner will not be liable for
any losses, injuries, or damages from the display or use of this information.
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