Exit Interview
An Exit Interview is an organizational interview with an organizational member who is separating from an organization.
- Context:
- It can be composed of Exit Interview Questions, such as:
- 1. Could you tell me more about why you decided to leave?
- 2. What did you like most and least about your role?
- 3. I really want to improve in my job, so I need you to be honest: What could I have done differently as your manager?
- 4. Do you feel you had a good working relationship with your teammates? Why or why not?
- 5. What skills should we look for in your replacement?
- 6. What should I have asked about that I didn’t?
- …
- It can be composed of Exit Interview Questions, such as:
- Counter-Example(s):
- a Stay Interview.
- a 1-on-1 Meeting.
- an Onboarding Interview.
- a Job Interview.
- See: Litigation, Job Interview, Turnover (Employment), Productivity, Recruitment, Innovation.
References
2019
- (Wikipedia, 2019) ⇒ https://en.wikipedia.org/wiki/exit_interview Retrieved:2019-4-2.
- An exit interview is a survey conducted with an individual who is separating from an organization or relationship. Most commonly, this occurs between an employee and an organization, a student and an educational institution, or a member and an association. An organization can use the information gained from an exit interview to assess what should be improved, changed, or remain intact. More so, an organization can use the results from exit interviews to reduce employee, student, or member turnover and increase productivity and engagement, thus reducing the high costs associated with turnover. Some examples of the value of conducting exit interviews include shortening the recruiting and hiring process, reducing absenteeism, improving innovation, sustaining performance, and reducing possible litigation if issues mentioned in the exit interview are addressed. It is important for each organization to customize its own exit interview in order to maintain the highest levels of survey validity and reliability.
The exit interview fits into the separation stage of the employee life cycle (ELC). This stage, the last one of the ELC, spans from the moment an employee becomes disengaged until his or her departure from the organization. This is the key time that an exit interview should be administered because the employee’s feelings regarding his or her departure are fresh in mind. An off-boarding process allows both the employer and employee to properly close the existing relationship so that company materials are collected, administrative forms are completed, knowledge base and projects are transferred or documented, feedback and insights are gathered through exit interviews, and any loose ends are resolved.
- An exit interview is a survey conducted with an individual who is separating from an organization or relationship. Most commonly, this occurs between an employee and an organization, a student and an educational institution, or a member and an association. An organization can use the information gained from an exit interview to assess what should be improved, changed, or remain intact. More so, an organization can use the results from exit interviews to reduce employee, student, or member turnover and increase productivity and engagement, thus reducing the high costs associated with turnover. Some examples of the value of conducting exit interviews include shortening the recruiting and hiring process, reducing absenteeism, improving innovation, sustaining performance, and reducing possible litigation if issues mentioned in the exit interview are addressed. It is important for each organization to customize its own exit interview in order to maintain the highest levels of survey validity and reliability.