Exit Interviews Are Important
No manager wants a productive employee to leave. The time it takes to find a replacement, as well as train them, impacts a manager’s ability to do business. Yet, employees do leave and an exit interview is a perfect way to find out what caused them to make that decision. Do you know why employees leave your company?
On About.com, read “Top 10 Reasons Why Employees Quit Their Job” by Susan M. Heathfield to breakdown areas that enhance employee engagement and retain talent.
Employees quit their job for many reasons. They follow spouses across the country, stay home with children, and go back to school. Those reasons are tough to address by an employer because they involve life events in the employee’s world outside of work.
But, the majority of reasons why employees quit their job are under the control of the employer. In fact, any element of your current workplace, your culture and environment, the employee’s perception of his job and opportunities are all factors that the employer affects.
Your role in managing employees is to insure that are clear about the vision, set the guidelines for performance as well as interact and listen to them. Listening skills are critical when managing employees.
Exit Interviews
Create an exit process where you close out final pay and insure company property is returned, as well as have an exit interview aimed at finding out the real reason an employee is leaving. Use the Top 10 list to create questions that help you understand what is missing in your company and insure you are doing your best to keep your current employees.
It’s important that you let the exiting employee know that their input is confidential and will not impact any future references.
Final Thoughts
Are you willing to step back and review your management style. Take the Top 10 and reflect on where you are strong and areas that you could change to enhance the well being of your team.
Be well,
Pat
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