Traditionally, exit interviews are conducted with employees leaving an organization in order to obtain feedback on why employees are leaving, what they liked or didn’t like about their employment and what areas of the organization they feel need improvement. Exit interviews are one of the most widely used methods of gathering employee feedback, along with employee satisfaction surveys.
Exit interviewing is an effective knowledge management tool that rather than simply captures human resource information, also aims to capture knowledge about what it takes to do the job.
What are the benefits?
How ePenso.com can help?
- Vital knowledge doesn’t leave the organization as the employee leaves
- The ramp-up time for new employees is shortened.
- Can be completed relatively quickly and inexpensively
- Exit interviews can result in the departing employee having a more positive view of the organization
- Organizations can use the results to identify systemic organizational deficiencies and areas of work that the departing employee truly enjoyed about their experience with the organization
- Done correctly, exit interviews can be a win-win situation for both parties: the organization gets to retain a portion of the departing employees knowledge and make it available to others, while the departing employee gets to articulate their unique contributions to the organization and to ‘leave their mark’
- Can aid in succession planning strategies
ePenso.com will help you define the best approach for your organization. Typically, an Exit Interview process is two-fold: departing employees will first complete an online survey and then be contacted by an ePenso.com consultant via phone to conduct a more comprehensive interview to achieve more qualitative responses.
Each interview is then summarized into a succinct summary report that relays the primary findings.
Typically, organizations will seek to have an aggregate report compiled of all the interviews completed within a set period of time or after a certain number have been completed. This report can help identify systemic issues that may require further exploration through a Workplace Assessment of Performance Management Program.