In today's presentation we are going to continue our series on how to hire and manage employees, with a look at Exit Interviews and how important they are. So lets get started! Check out the helpful links located on our full article on the topic here: http://fitsmallbusiness.com/exit-interviews/

1. Exit interviews
the ultimate guide
by FitSmallBusiness.com

2. Human resources experts agree that one of the most
effective methods for gleaning critical information is
the Exit Interview

3. What is an exit interview?
An interview or survey administered
to employees leaving the company.
The employer asks the departing
employee about his tenure at the
company. What did and didn’t work
while doing the job. And why the
employee is going to a new position.

4. It can be conducted in person, in
writing, or even as a computerbased survey. Whatever form it
takes, it must be voluntary.

5. Who should you interview ?
It’s important to interview “good”
employees (who are leaving
voluntarily) as well as employees
who’ve been fired.

6. Will it really help your
company ?
Absolutely. Knowing the reason behind
the employee’s move can give
management a valuable opportunity to
correct policies, alter work culture,
and adjust personnel or pay grades.

7. Benefits of interviewing fired
employees
It gives them an opportunity to express
themselves in a no-holds-barred fashion
may defuse tension that could lead to
issues later on. Also, the information
collected, can give you heads up on
potential legal issues.

8. Ultimately, a sincere exit interview
may help you prevent the
individual from trying to turn their
still-employed friends against you.

9. Reviewing agreements
The exit interview is an opportunity to
review any agreements an employee may
have signed when coming on board, such
as non-disclosure and non-compete
agreements.

10. ways to conduct an exit
interview

11. Who is the best person to conduct an exit interview?
There is some disagreement over the best person to conduct an employee’s
exit interview. Some contend such interviews should always be conducted by
a neutral third party, preferably an HR professional who rarely interacted
with the departing employee. A neutral person can be trusted to take down
the employee’s responses in an impartial manner, the departing employee
won’t worry about hurting the feelings of bosses or co-workers.

12. Who is the best person to conduct an exit interview?
However, small companies don’t have HR departments, so a neutral
party may not be realistic. What then? One option is to have the
employee’s direct supervisor, or supervisor’s supervisor conduct the
exit interview. Another option is to conduct the exit interview via
written or computer-based survey form.

13. What method is the best?
It depends on the company’s culture and
on the specific preferences of the
employee in question. If you can’t
conduct an in-person session, an
electronic or paper exit survey should
always be offered as an alternative.

14. One on one is the key
In-person exit interview should always be
one-on-one affairs. A round table setting
is not appropriate for an exit interview.

15. Questions to Ask
Naturally, questions will need to be tailored
somewhat to the person being interviewed.
For example, you wouldn’t ask a poorperforming individual “What is your main
reason for leaving?”
Here is a short list of suggestions you can
use as a springboard for building your own
survey.

16. • What is your main reason for leaving?
• What are the other reasons for your
leaving?
• What has been good/enjoyable/
satisfying for you in your time with us?
• What has been frustrating/difficult/
upsetting during your time with us?

17. • What made you start looking for another
job in the first place?
• What message would you give to
management upon your departure?
• If a friend asked you, would you
recommend that they take a job here?
• If you could change anything about how
the company operates, what would it be?

18. And Finally...

19. To learn how to be a more successful
entrepreneur visit us at....

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www.FitsmallBusiness.com

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