The document outlines the importance of conducting exit interviews to gather valuable insights from departing employees while ensuring confidentiality and a neutral atmosphere. It emphasizes the need for timely scheduling, a conversational tone, and regular analysis of feedback to identify trends for improvement. Additionally, it encourages creating various channels for ongoing employee feedback to address issues proactively.

1. Agree on the fundamentals of the
exit interview and implement
these across the business.
The repercussions of an employee
leaving can result in a busy period,
but ensure the exit interview
takes place and that you don't
miss out on receiving valuable
insights.
INTERVIEW
Employees can fear
repercussions of being honest,
and give generic answers.
Remove this fear by ensuring
confidentiality and that a neutral
party undertakes the interview,
removing any biased opinions or
emotions.
Create an environment where the
employee can open up.
Keep the tone conversational,
appreciate their feedback and let
them know what you will do with
the insights they provide.
Schedule the interview a couple of
weeks into the notice period, when
emotions have settled. Don't leave it
to the last minute when a handover
becomes the priority
Use the results. Analyse these
regularly to gather trends and
identify areas of improvement.
Create bespoke retention
strategies focusing on such areas.
7 ESSENTIAL
PREVENTION
This shouldn't be where you first hear
about issues. Ensure opportunities
exist to receive feedback. Implement
employee surveys, department
meetings, suggestion boxes etc.
BE
CONSISTENT
IMPARTIAL
TIMING
TRUST & TONE
RESULTS
PLAN
Think about what
information you want to get
from the interviews,
collectively. Look at the
results you want to see and
how the questions can get
the insights you require.
DOS & DON'TS
FOR CONDUCTING A
SUCCESSFUL
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