Wish You Had Time for Exit, Stay Interviews?
Exit and stay interviews can help you stay ahead of potential problems, and can also highlight what’s going right in your organization. Many HR professionals I speak with understand the potential benefits of conducting exit or stay interviews. However, a few factors often dissuade them from implementing these systems. Inhibiting factors often include:
Lack of manpower
Lack of time
Uncertainty about what to ask
Fear about what you might find out
Fear of receiving confirmation of suspected problems that you’re aware of but feel powerless to address
All of these concerns are very valid and worth discussion. Despite these concerns, however, I’ve found that when a system of exit and/or stay interviews is implemented, the HR professionals leading these efforts overwhelmingly find they provide useful insights. Given the competitive labor market, younger generations being inclined to change jobs frequently, and the general economic uncertainly that so many employees feel these days, staying ahead of the curve regarding what’s really going on in your organization can improve employee retention and organizational effectiveness. In addition, exit and stay interviews can go a long way toward heading off numerous problems before they truly become headaches for you, and before their impact negatively impacts your organization’s bottom line.
If you agree about the usefulness of these tools but need help putting them into place, I’m happy to help by:
conducting exit or stay interviews for you
helping you decide what questions to ask
helping determine how best to use the information collected from employee responses
Contact me if you’d like help with exit or stay interviews.
Holly Morreels, MS
Workplace Leadership Solutions
