Which company conducts exit interviews?
Exit conversation: Goodbye, all the best
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- Exit conversation: Goodbye, all the best
If the boss has an employee's resignation on the table, it is too late to make amends. The workplace has apparently no longer been able to meet the demands of the employee for a long time, so that he would rather seek his professional happiness in a different way. Trouble among colleagues, problems with the supervisor? A termination can many possible reasons to have. The problem: companies don't even bother to find out. The resignation of the employee is tacitly accepted and the search for a replacement begins. This wastes a lot of potential that could be used through a conversation. What an exit conversation actually is, what advantages it has for both sides and how you can implement it correctly ...
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Exit conversation: what is it actually?
A termination can come as a surprise to an employer. Apparently from one day to the next, a good employee has decided to leave the company. But why actually? This is precisely the question that the exit conversation starts with. It offers the company the chance to recognize why an employee no longer feels comfortable and prefers to switch to a new employer.
The exit conversation is therefore used Personnel development and staff retention in the company, because the insights of a departing employee can reveal great potential.
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Exit interview: what are the advantages?
The Exit conversation is on the advance, but it has not yet fully caught on. According to a survey, approximately uses in Germany every third company this form of the employee interview. Actually a surprisingly small number, because if carried out correctly, the exit conversation brings almost no disadvantages. Neither on the company nor on the employee side. On the contrary: it brings Benefits for both sides, which is why it is to be expected that exit talks will continue to spread.
- The employee feels that he is being taken seriously even after his termination.
- There is no feeling that the company does not care about the termination.
And also the company benefits from the information obtained.
- Weaknesses in personnel management can be identified.
- Employees are better bound to the company and future layoffs are prevented.
- The employee's opinion improves and the company's reputation rises.
What to look out for during the exit interview
Unfortunately, goodwill is not always enough to achieve a really positive effect through an exit interview. If you do decide to conduct these types of interviews with employees who are about to leave your company, you may have taken a step in the right direction, but the important thing now is who appropriate approach to find.
To you to keep from making mistakesthat could even damage the reputation of your company with the departing employee, we have three things that you should definitely pay attention to during the exit interview:
- Do not use a questionnaire! An exit interview is conducted personally and is not simply kept as simple as possible using a questionnaire. This only gives the impression that you are not seriously interested in what your employees say and may even confirm the former employee's decision to resign.
- Take the time you need! Such an interview doesn't even take place between the door and the hinge. So plan enough time for it. After all, you are hoping for serious and honest feedback. Show that the interview - and the person you are talking to - are important to you and that you are happy to take the time while planning.
- Have a one-on-one conversation! The more people sit on the other side of the table, the more difficult it is to speak openly and express criticism. Do not put unnecessary pressure during the exit interview by having many people participate. A one-to-one conversation is usually perceived as more pleasant and increases the chance of finding out the real reasons behind the termination.
Exit conversation: how to do it right
Of course, an exit conversation is also one touchy topic. In most cases, the relationship between employee and employer has already suffered in advance and so there is a risk that a well-intentioned conversation will turn into a mud fight ends. The aim of the interview is therefore to prevent people from throwing around allegations - without losing the open ear for the employee's criticism. We have some tips put together to help you with the correct execution of an exit call will help:
It all depends on the right timing
The notice of termination has been on your desk for a few minutes, so let's talk to the exit? You want to know what's going on. No way, please! The right point in time will determine the successful outcome of the exit interview. You should therefore only make an appointment shortly before your final departure. The employee should also already have the job reference. This allows them to speak freely without the fear that what they say would have a negative impact on the evaluation.
Create the right atmosphere
The following applies here: An exit conversation is not an interrogation. To talk about the grievances that led to his termination, the employee should feel comfortable in any case. The conversation should therefore ideally take place in private and in a cozy environment. In addition, in many cases the line manager is the wrong person to lead the conversation. This is often part of the problem itself. A responsible person from the HR department or an external person who conducts exit interviews is better suited.
Accusations are left out
Resignations are only in the rarest of cases a short-circuit reaction. Employees usually think a lot before giving notice. Accordingly, a lot of emotions flow into this decision. The exit conversation is not the place to vent this. Instead, the conversation - from both sides - should be conducted on a factual level. Criticism can and should be expressed, simple accusations are not one of them.
Evaluate the conversation
Having the exit call is the big first step, but only half the battle. The next step must be to evaluate the new information and, above all, to use it. What food for thought did you take away from the interview? What can you do to avoid similar reasons for resigning from other employees? Only when a company actually takes action after the exit conversation and thinks about its own personnel situation has it fulfilled its full purpose.
Exit conversation: 5 sample questions
As an employee, are you faced with an exit conversation after you have given notice? Or do you want to establish exit talks in your company? We have five sample questions collected that will be asked in these conversations.
- Which Changes made you stay?
- Have yours pay perceived as appropriate?
- Which Improvements are you hoping for a new employer?
- Has been your opinion inquired about in our company and taken seriously?
- What points do you have especially good (and especially bad) like?
Nils Warkentin studied business administration at the Justus Liebig University in Giessen. In the career bible, he is devoted to topics related to studies, career entry and everyday office life.
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