Exit interviews...to be or not to be
JMPAhr
2 Posts
We have conducted exit interviews along the way, myself having the responsibility as the HR mgr to speak to the individual during the termination meeting. It has been my experience in doing the exit interviews, that there really hasn't been helpful information gained from them. The individual basically either will not say much of anything or there hasn't been any feedback that the organization can use - noting any issues or matters that we can improve on or be aware of, etc... Should they be done anyway for involuntary (we still do them for voluntary resignations) resignations if it seems to result in only the person being able to vent?
Comments
However, I would still not do away with exit interviews in the involuntary termination situations. While 9 out of 10 may not be much of a service to you, what about that 1 out of 10 that really has something valuable to say? I think it would be worth the effort to keep it up...just try to keep them short and simple as to not take up too much of your time.
Also, I think it looks better from a company-wide prespective...you don't necessarily want to convey the impression to your employees that "we care what you think...but not if we're going to fire you"
Just my thoughts...
:0)
We also use the exit to give the employee their final paycheck and information about their benefits, COBRA, 401K, etc. and then give them resources for a job search. We will do it by telephone if they don't want to come in and then mail the packet to them. I would recommend continuing them.
I also cover benefits, COBRA, unemployment, final paycheck, our reference policy, etc.
They've proven very valuable to me.
Questions like these are totally useless: What would you like to see the company change? What might we do differently next time to ensure that our employee is productive and happy? Are there particular things about the job you held here that we could improve or tools we could provide to make the incumbent more effective? What is the main reason you are leaving our company? Do you feel that your supervisor offered enough training and development for you while in the job? There is literally no end to these useless questions. Boy, I sound like aluminumfoilboy here. Sorry about that. Just honesty.
I would never think of not doing them. I stay away from the warm and fuzzy questions and stick with the basics.
I fill out a simple one page form that contains address/phone number information (you'd be surprised how many people don't update their address with HR)/Dates of Service/Reason for Termination of Employment/Company Property that is to be Returned (keys, phones, etc.). I talk about Cobra rights/and any payment due them for unused vacation, etc. and how their last check will be handled (mailed or picked up).
On the flip side of the form is a WC Release Form (where they certify they do not have a work-related injury to report).
I also get their signature on the form (most of the time they sign even if disgruntled).
The point is, it is a face to face meeting with me done at the time of the termination. The employee is asked to sign the form agreeing with the information recorded on it. A person can create any questions they like and put on the form during the "interview." I think they are important enough to do; even if you think it is just "tying up loose ends."
Mary Poppins