The Exit Interview
Too often companies do not know why they lose good employees. Exit interviews are becoming increasingly popular as companies continue to battle with staff retention problems in the current fluid labour market. Exit or separation interviews are designed to probe for the real reasons people leave a job and it is important to establish any problems and issues to try and prevent other employees from doing the same.
In order to get meaningful information that will enable the company to identify and correct problems that have caused turnover, a well-structured interview must be conducted. It is best that this interviewnot be conducted by the team leader / manager of the member who is leaving. A member of the human resources staff or another manager should conduct it.
Exit interviews can be extremely positive and productive, they can highlight positive factors to help strengthen current or new staff retention initiatives, as well as identify positive aspects of the job and use them as selling points to future candidates.
Here are some important questions that should be asked in an exit interview.
What did you like most and least about the job?
How do you feel about your compensation?
How do you feel about the progress you've made in this company?
How do you feel about the working conditions?
What did you like most (least) about your team leader's style of managing?
Does your team leader tend to favour some employees or act unfairly to others?
If you could discuss with top management exactly how you feel about this company, what would you tell them?
What does the job to which you are going, offer you that you were not getting here?
Why are you leaving at this particular time?
Latest Unemployment Figures
Sydney - Thursday - February 8: (AAP) Australia's unemployment rate was a seasonally adjusted 6.7 per
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