Exit interviews may be the most challenging scenario faced by HR. Whether the employee resigns voluntarily or involuntarily, what should HR pay attention to in order to make the employee accept it, eliminate misunderstandings, and not damage the company’s image?
how-should-HR-talk-when-faced-with-an-exit-interview-12-2022
What are exit interviews?
An exit interview is a conversation between a company and an employee who Ecuador Phone Number List decided to leave the company. The purpose is to understand the real reason why they are leaving the company. For HR, the purpose of an exit interview is threefold:
First, do your best to retain the talents who should stay;
second, let those who do not want to stay or should not stay leave happily;
third, obtain the true voices of the employees who have left and expose the problems in the company’s management.
How should HR conduct exit interviews?
First, the exit interview must have a clear purpose
Exit interviews need to be clear and targeted. The content of the interview Ivory Coast Phone Number List be different for different types of departing employees, for example:
For employees who voluntarily resign: ask them why they resigned and find out the facts. If they are worth retaining, try to retain them; if they are not worth retaining, keep in touch with them and recruit them back to the company if necessary.
For dismissed employees: explain the reasons for dismissal to them, eliminate their anxiety, and give them appropriate work advice based on their own characteristics. If conditions permit, they can be given certain compensation or assistance.
Therefore, HR should understand the reasons why each employee leaves in order to reduce the turnover rate in the future.
Second, respect the other party’s decision
Every employee has different reasons for leaving. But whether it is low salary, working environment, problems getting along with employees, or the need for more room for development, employees do not need HR to make any decisions for them, nor do they need to listen to HR’s criticism, but need to respect and recognize the decisions they make.
