Many companies conduct Exit Interviews when people leave the company. These interviews are conducted assuming that the employee who is leaving will have nothing to lose and might share confidential information about their boss, colleague etc.
If you are one of those companies living in this fantasy world then here is something for you to think about. Why would a person, who was incapable of coming forward whilst they had the chance to influence their work, suddenly do so now? The truth is, in our work culture, personal relationships are so much more important than anything else; one doesn’t want to burn any bridges.
So in my view there is no value in Exit Interviews.
Instead I believe in the concept of ‘Stay Interviews’. Have frequent conversations with your employees where you ask them what it would take for them to stay and shift their performance into top gear. Now this would be an interesting and valuable conversation. You might not be able to ‘satisfy’ all the needs of the person you have this conversation with, but that’s not important. You know why? Because the goal here is to give your employees the chance to have their voice heard and assure them that their position within the organization is valuable and lets them know their opinion matters.
This will also help you strengthen your relations with you current staff members and allow you to show your commitment towards their development. In the long run, that is what counts. So go ahead and ask your team members three simple questions:
- Where do you think you are now?
- What do you want to become?
- How can I help you?
Start having Stay Interviews, ask these questions, offer your support and I promise you, that your HR department will need less Exit Interviews.
– Paul Keijzer