Perfman HR- Questions To Ask In The Exit Interview With An Employee

Career

In the scramble to hire and retain talent, managers need all the help they can get. To discover what you’re doing right and understand what you could do better, one great tool is the exit interview. That final conversation with human resources in which departing employees speak truthfully about their experiences with the company is a source of valuable information. (In fact, some companies conduct two exit interviews— one on the final day, the other six months later, when employees have a little more distance from the job and feel freer to open up.)

Their frank remarks can guide you as you hire and train their replacements. You may want to ask how the departing employee found his new job—specifically, whether he was recruited or had been actively looking. In addition, ask:

• What he liked and didn’t like about his job

• What specific skills he felt were needed for the job

• Whether his work was fulfilling

• What the company could have done to make it more so How satisfi ed he was with the compensation, benefits, and learning opportunities offered

• How he felt about his supervisors and colleagues

• What problems he thinks the company needs to address

• Whether he would consider returning to the company in the future

Retrospect: Hiring the Best Helps Your Bottom Line

Any warm body can fill a chair, but why settle for mediocrity? Just as you use teak—not pine—to make fine furniture, a company is only as good as its employees. Having top-notch employees will boost your organization’s ability to reach its goals; a high-functioning staff will make your workplace attractive to clients and the general public, including prospective future employees. Having a great work environment with superior workers will help decrease employee turnover and increases efficiency, giving your company the leg-up in the competitive market that it deserves.

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