Learn From Departing Employees

If you want the truth about your company, ask people on the way out. Exit interviews can deliver important inside information. The way departing employees view your organization might be the way things really are.

Below is an exit interview questionnaire you can print and give to staff members who are leaving. But first, a few points:

1. Get third-party interviews. Many departing employees don't want to burn bridges or sour an ex-employer against them. One way to get them to open up is to have a third party conduct exit interviews. You can contract with a human resources consultant if your company doesn't have the resources to handle the task in-house. You can allow employees to remain anonymous, where they may feel more willing to provide detail.
2. Dig to the heart of the matter. It isn't enough to just ask employees why they're leaving. You often have to probe, as illustrated by the questions below.
3. Scrutinize the comments collectively. Individual exit interviews can be interesting, but when viewed together they take shape as a powerful management tool.

For example, you might discover that one department has turnover problems and decide to send that manager for additional training. Or you might find that long commutes are driving people away and decide to add telecommuting options or flexible schedules so employees can escape rush hour.

Departing employees can be important agents for change. Use the opportunity to help your company improve.