Effective Exit Interviews

Gain the tools to execute successful exit interviews and how to use the information to improve the productivity and culture in your organization.

It takes a great deal of time, effort and expense to create a productive team. When a company has effective staff, things run smoothly until a team members decides to move on and leave the company. So why? What motivates someone to seek other employment? Is it you or is it them? The only way you will find out is by doing an exit interview. There is a wealth of information to be gained from an effective exit interview. If a company wants to continue to grow, the opportunity to learn how to keep the most valuable employees cannot be passed up. If done properly, you can learn if changes or improvements within your organization are warranted, or if your company is on track for continued and future successes. The information you want is more than just it’s their time to move on. You want information that is honest and accurate. You do not want rumors, hearsay or half-truths. You want employees to feel comfortable with being honest and what better time when they have nothing to lose because they are leaving the company. So how do you get the information you want and need in an effective way? This topic will give you the tools to execute successful exit interviews. Being skilled in the art of the exit interview is valuable for managers at all levels in the organization, as well as human resource professionals. In this material you will learn the advantages and disadvantages of exit interviews, format of exit interviews, what to ask and what not to ask and how to increase your interviewing and listening skills.

Learning Objectives

• You will be able to discuss if exit interviews are a good idea.
• You will be able to identify who in the organization should conduct exit interviews.
• You will be able to describe format and questions of an exit interview.
• You will be able to review data collection and compilation.