As an employee, did you ever wonder and ask yourself, “Why do I have to go through another interview before I can leave? Didn’t I already go through a job interview?”

Prior to departing, employees typically participate in a conversation. However, this is not an ordinary discussion—it is an exit interview. These conversations dig into the employee’s experiences, thoughts, and why they are resigning. It is all about understanding what is going on in the workplace and how the company can grow. That is what we are here to explore why exit interviews matter for both employees and organisations.

Why conduct Exit Interviews?

• Insightful FeedbackGain valuable insights into the employee experience and reasons for departure, providing a comprehensive understanding of organisational strengths and areas for improvement.
• Identifying TrendsDetect recurring patterns or issues that may impact employee retention, allowing proactive measures to be taken.
• Enhancing Company CultureFoster a culture of open communication and transparency, displaying a commitment to continuous improvement.
• Succession Planning Identify potential gaps in talent or areas that require additional training, contributing to effective succession planning.

Why is it relevant to employees?

• Employee-Centric ApproachDemonstrate a commitment to employees’ experiences by offering an opportunity for them to express their thoughts and feelings.
• Improving RetentionPinpoint areas that may contribute to turnover, allowing organisations to implement strategies to enhance employee retention.
• Enhancing Employer BrandShowcase a commitment to employee satisfaction, contributing to a positive employer brand that attracts top talent.
• Continuous ImprovementUse feedback to implement changes and improvements, ensuring that the organisation evolves based on real employee experiences.

Exit interviews are important for both the departing employee and the employer. For the employee, it is a chance to express reasons for their departure and an opportunity to provide valuable information that can help in the onboarding process for the next employee. For the employer, the way we treat an employee at the end of their time with us, is just as important as the way we treat them during their onboarding. All exits need to be handled with integrity and compassion, as it shows to other team members watching that no matter the situation, we live and breathe our core values. You don’t have to throw a farewell party and all the fanfare but wishing them success in their next career move whilst continuing to collaborate with them to the end, says a lot about your people experience and values!

Businesses in Australia can do better in their offboarding process, because as challenging and costly as it can be, people come and go for all manner of reasons. The way we deal with it and accept it will have a bearing on the frequency of your offboarding activities.

Discover the wealth of expertise at NextGen HR Consultancy, spanning from Stay Interviews to Exit Interviews. Dive into our latest post focusing on Stay Interviews—an innovative strategy aimed at enhancing employee satisfaction, engagement, and long-term retention NGHR Stay Interview