How and When to Use Exit Interviews
How and When to Use Exit Interviews
Exit interviews are important, but a tool often overlooked that can be hugely informative in managing human resources, effecting change and stimulating organizational growth. They are, and should be, intended to help inform better decisions for a company and its future. But when deciding whether or not collecting feedback on the last day of someone’s employment makes sense for your business, consider if you will realistically do something with the information. Otherwise if not, it’s a complete waste of time. The other thing to bear in mind is that the feedback your employees provide when they walk out the door is data, just like any other information you’d collect doing “real” research. So unless you can build a research-type based system, with checks and balances and mechanisms for consistency around the process, don’t bother. All the data will just languish about. If you do decide to execute an exit interview strategy, here are five tips to employ which can make or break your effort.
1. Establish a set series of questions, so that you collect consistent data. Any comparisons of feedback need to be made on an “apples-to-apples” basis.
2. Divide your questions into categories like compensation, management, job satisfaction, development opportunities, work environment, etc… Think of surveys you’ve taken in the past. It’s the same idea.
3. Blend qualitative feedback with quantitative, but again make sure that the questions asked are consistent across the board. Don’t forget to ask, “What could/should we have done differently?” But here you have to genuinely want to know the answer and be open and objective to whatever response you get.
4. Identify trends, themes and patterns and decide which are the most prevalent, relevant and serious.
5. Design programs that address any shortcomings and devise, then implement strategies that drive the necessary changes forward.
At the end of the day, perhaps the most valuable contribution of the information gleaned from exit interviews is that it can help keep you from making the same mistakes twice, three times and more.
How and When to Use Exit Interviews - To learn more about this author, visit Donna Flagg's Website.
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As we come off the “expansion” phase of business and commerce in this country and face “contraction” with layoffs in record numbers, will companies have the wherewithal and be organized enough to collect employee feedback as part of their broader exit strategies?
Exit interviews are important, but a tool often overlooked that can be hugely informative in managing human resources, effecting change and stimulating organizational growth. They are, and should be, intended to help inform better decisions for a company and its future. But when deciding whether or not collecting feedback on the last day of someone’s employment makes sense for your business, consider if you will realistically do something with the information. Otherwise if not, it’s a complete waste of time. The other thing to bear in mind is that the feedback your employees provide when they walk out the door is data, just like any other information you’d collect doing “real” research. So unless you can build a research-type based system, with checks and balances and mechanisms for consistency around the process, don’t bother. All the data will just languish about. If you do decide to execute an exit interview strategy, here are five tips to employ which can make or break your effort.
1. Establish a set series of questions, so that you collect consistent data. Any comparisons of feedback need to be made on an “apples-to-apples” basis.
2. Divide your questions into categories like compensation, management, job satisfaction, development opportunities, work environment, etc… Think of surveys you’ve taken in the past. It’s the same idea.
3. Blend qualitative feedback with quantitative, but again make sure that the questions asked are consistent across the board. Don’t forget to ask, “What could/should we have done differently?” But here you have to genuinely want to know the answer and be open and objective to whatever response you get.
4. Identify trends, themes and patterns and decide which are the most prevalent, relevant and serious.
5. Design programs that address any shortcomings and devise, then implement strategies that drive the necessary changes forward.
At the end of the day, perhaps the most valuable contribution of the information gleaned from exit interviews is that it can help keep you from making the same mistakes twice, three times and more.
How and When to Use Exit Interviews - To learn more about this author, visit Donna Flagg's Website.
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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