['Termination']
['Exit Interviews']
01/04/2024
Copyright 2024 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
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There are a number of reasons to conduct exit interviews. First, there is much which can be learned from a departing employee, and the data gathered can be compared with information from workforce surveys to accurately gauge how employees feel about the company, about their jobs, and about management. This information can be used to improve employee morale and productivity, retention, and company profits.
An exit interview is also an opportunity to soothe the feelings of a disgruntled employee who is leaving. The exit interview indicates an organization that is concerned about its image, its employees, and its corporate culture.
The exit interview also offers the employer one last chance to retain a good employee. By asking the right questions and listening to the responses, the interviewer may discover that the departing employee doesn’t dislike the job or the company, but is leaving because of only one aspect of the job.
However, there are three primary reasons for an employer to conduct exit interviews. These reasons are:
- To facilitate a transfer of knowledge from the departing employee to a replacement to ensure continuation of operations, sales, or production.
- To attempt to determine if there is an opportunity to retain and keep an employee who the employer would normally want to keep by changing some aspect of that employee’s employment.
- To gather knowledge about the organization, corporate culture, employee attitudes, employee morale, or other information that can be used to prevent other employees from seeking employment elsewhere.
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['Termination']
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Copyright 2024 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.