If you’re like me, when it comes to separation with an employee, you want it done – fast. No matter the situation (whether they are quitting for a new opportunity or you just don’t think they’re making the cut), I take the Band-Aid approach: tear it off quick and move on. There’s no need to draw out the process.
But if you want to learn and grow from your company’s mistakes (and protect the company from potential litigation), you may want to take your time with that Band-Aid and perform a thorough exit interview. An exit interview can help you:
- improve recruitment and retention policies
- reduce the trauma and difficulty of separation (if the individual is fired)
- ensure proper documentation of the reason for separation
- protect a company from legal challenges.
In the article “Capture Valuable Information: Exit interviewing offers fresh viewpoints,” you’ll find great advice on how to perform a positive exit interview and what types of questions you should ask. You can’t beat good candid feedback so make this a part of your process.
To read the article, click here.