Should Exit Interviews be Shown the Door?

Exit Interviews-Too Little, Too Late?

A business owner recently asked me if I thought he should have an exit interview with an employee who just gave notice. Here’s my response: Are you REALLY open to making changes so that others don’t leave for the same reason. If you can’t answer yes, then don’t waste the employee’s time.

Here’s what I recommend doing instead. You should regularly be conducting “stay interviews.” This way you can work on making meaningful changes BEFORE employees decide to pursue other opportunities.

Here’s how this works. Meet individually with employees on a regular basis and ask these three questions:

1. What were your hopes and dreams when you took this job?

2. Are you achieving these hopes and dreams?

3. If not, what can we do better to ensure you do?

What’s your experience with exit interviews? Do you think they are a good idea? Tell us why it’s a good idea or not in the comments section.

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Finding the right talent is hard. Finding the right talent that will prosper and stay is even harder when you do it alone.

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Finding the right talent is hard. Finding the right talent that will prosper and stay is even harder when you do it alone.

Subscribe to Roberta's Talent Maximizer® and receive weekly insights to help you hire and retain top performers. PLUS receive The Evergreen Talent® Workbook for free - a guide to help you hire and cultivate a sustainable workforce.

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