Home -> Law Blog Directory -> Labor & Employment Law Blogs -> Charles A. Krugel, Labor & Employment Law, HR Law

Labor & Employment Law

: Charles A. Krugel, Labor & Employment Law, HR Law

Exit Interviews ? Open Windows, Not Closed Doors?Guest Post

By charlesakrugel

This post was contributed by Heather Johnson, who writes on the subject of video production manager.  This is Heather’s second post to my site. Her first article, regarding employee complaints, can be found here.  She invites your feedback at heatherjohnson2323@gmail.com.  Some of my own comments follow Heather’s article. Thanks again Heather.

It?s not something that organizations, particularly their HR departments, are too enthusiastic about, but exit interviews are a rich source of information that companies can use positively as they grow in age and experience. Exit interviews, if not framed and structured properly, end up either being a useless exercise or one that leaves a bitter taste in the mouth with unnecessary recriminations and blame. Here are a few guidelines for HR managers to follow when conducting exit interviews:

• The best exit interviews are those conducted face to face, preferably by someone who is not known to the employee, either an outsider or someone from another department. Direct supervisors or managers are the worst choices to hold these interviews. If an employee is not too keen on a direct meeting, a questionnaire could be used to procure the necessary information.

• A useful exit interview must capture employees? honest opinion of the company, their reasons for leaving, their suggestions for improvement within the company, any problems they may have had within the company, and their views on compensation and job satisfaction. It must also focus on retrieving knowledge specific and relevant to the employee who is leaving, such as contacts and methods that could be used to find and train suitable replacements.

• Exit interviews are more suited to employees who are resigning or leaving the company on their own volition rather than for those who have been laid off or terminated on other grounds. The latter kind would not be too cooperative and the answers they provide may not be a true reflection of the work conditions that prevail in the organization.

• No employee should be forced to attend exit interviews ? they must be completely voluntary. Employees must be informed about the purpose of the interview and asked if they would return to the company, if asked, at some future date.

• Exit interviews must not be undertaken as exercises either to defend the company?s policies and practices or to conduct a post mortem on the employee?s performance within the company. The interviewer must adopt a polite and courteous attitude towards the leaving employee, even if the parting of ways is not too amicable.

• The information one infers from an exit interview is most important to the company ? allegations and allusions to personal attributes and characteristics do not help. What does make a difference are details that can help improve the company?s management practices and policies in a way to improve customer and employee retention.

Organizations would do well to assess the importance of conducting regular employee feedback sessions during the course of their employment rather than conduct exit interviews after they announce their resignation. While employees who are leaving tend to be more honest since they have nothing to lose by sucking up to their higher ups, anonymous questionnaires also help achieve the same result. At the end of the day though, a constant appraisal of the working atmosphere within the company will help in bringing down attrition rates considerably.

Chuck Krugel’s Comments:  Although exit interviews can provide useful information, and can ease the exit transition, I’m not familiar with research or studies that indicate any sort of cost versus benefit analysis of exit interviews.

Therefore, prior to implementation, I caution employers to determine the costs of conducting exit interviews, and to either research or analyze what types of questions and format of the exit interview will work best for them.  Additionally, if an employer decides to conduct these interviews, implement them across the board, and not on specific employee groups.  This may help to avoid disparate treatment or disparate impact claims.

In other words, in theory, exit interviews can be useful, in practice, pay attention to the what, why, how, when, etc.  Why spend time and money if you can’t clarify the costs and benefits?

Full post as published by Charles A. Krugel, Labor & Employment Law, HR Law on July 28, 2008 (boomark / email).