One of the ways organizations can avoid quick employee turnover is by conducting exit interviews. However, this can often be uncomfortable for the former employee. When faced with a member of the current staff, the former employee might not be as truthful in their answers since they might not want to offend or lose a point of reference for future work. This would, therefore, result in inaccurate data that won’t help the organization improve.

So how can organizations find the real value of employee exit interviews? Here are ways to do so:

Let Third Parties Conduct the Exit Interview

Similar to conducting employment background checks, a neutral, unbiased third party with experience in employee relations should be the one to conduct the exit interview. This would help put the former employee at ease and encourage candid feedback that can help identify concerns the company should address. This way, answers will neither be limited nor influenced by the presence of someone from the former company.

Let Some Time Pass

Depending on the circumstances of their departure, an employee may have left the company either in good spirits or disgruntled. Nevertheless, it’s best to let some time pass before inviting them for an exit interview. This is to make sure the former employee is in the right mindset to offer fair and constructive criticism intended to help the company improve, not simply say bad things about it.

Make Your Intentions Clear

Be clear about why you’re conducting the exit interview. This is to prevent the former employee from thinking that you’re trying to dig dirt on other employees or that you’re trying to find out which company they’re currently working for. If the interviewee gets this kind of impression, they’ll naturally be on the defensive. Thus, clearly indicate the purpose of the interview, where and how the data is going to be used, and who will have access to the information they provide. Also, let them know beforehand if their identity would be revealed in the data or if they will remain anonymous.

Ask Measurable Questions

Since exit interviews are intended to identify potential problem areas, frame your questions in such a way that the results can be measured. Apply a rating system that will allow you to compare data between important categories such as departments, time frames, or positions. By having a rating system, you will have statistics you can measure, as well as discover patterns that may be causing your employees to leave the company.

A Fruitful Farewell

Employee exit interviews are just as important as employment background screening. Just because your employee left doesn’t mean they can no longer affect your company. On the contrary, finding out why they resigned is a crucial factor in developing stronger employee relations among those who have decided to stay. To get accurate and honest feedback, be sure to work with third parties like SafeScreener when conducting exit interviews.