Exit interviews (the interviews you have with outgoing staff) are really important, but you only get as much out of them as you’re willing to put in.
Let’s face it – they can be awkward for all kinds of reasons, regardless of why a person is leaving. But for a healthy organisation, they’re a great opportunity to collect unfiltered feedback – and to ensure a positive ongoing relationship with a former staff member.
So make the exiting staff member feel safe by being clear the conversation is confidential; remember to focus both on what your organisation is doing brilliantly as well as where it should improve; and always take detailed notes.
Here are some suggestions to get you going – but remember to ask follow-up questions, to make sure you’re really digging into the most important details!
- What has been your favourite thing about working here/what did you enjoy the most?
- What was your least favourite thing about working here/what did you enjoy the least?
- What was the best thing about your job? What made you feel most satisfied?
- What was the worst thing about your job? What made you feel least satisfied?
- What would you change about your job?
- Did your job match your expectations when you took the role?
- Based on your experience with us, what do you think it takes to succeed here?
- Did any company policies or procedures (or any other obstacles) make your job more difficult?
- Would you consider working again for us in the future? Would you recommend a role with us to your friends?
- Finally, are there any other comments that you would like to make about our organisation or how we operate?