Most managers are familiar with exit interviews – a series of questions asked of employees who are terminating their employment with the company. The purpose of the exit interview is to gather information about the employee’s opinions of their employment with the company – how did the employee feel about training, management, their pay and benefits, what types of obstacles or challenges did the employee face, why is the employee leaving employment with the company, etc. This information can then be considered when deciding whether to make any changes at the company for the remaining and future employees.
While very useful information can be obtained from exit interviews, they are done too late. By the time an employee is completing an exit interview it is too late for the employer to make changes for that employee. Instead of exit interviews (or in addition to) employers may want to consider doing “stay” interviews with their existing employees. Find out how the employee feels about their position, their pay and benefits, their supervisors. Learn about what challenges employees are facing. Ask for suggestions to improve the workplace. Get a better idea of what is working and what employees do enjoy about working there. What keeps the employees coming to work for you every day? Continue reading