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How do you conduct an 'exit interview'?

(14 Posts)
Blu Thu 28-Jul-05 12:37:23

I am about to do one with a staff member who is leaving - but have never done one before. (we ae anticipating raining in such matters, but she is leaving before it happens)

What might an agenda be?

I was thinking:
Have you felt challenged / supported in your work here?
Has your professional development been supported?
Have their been any grievances you haven't felt able to bring up?
Any recommendations in the way we manage the job to make iot a constructive experience for the new postholder?
Anything else you would like to say?

I would love to hear anyone's experiences.

Marina Thu 28-Jul-05 12:40:18

I guess you need to make it very clear that any comments about third party colleagues she makes are confidential. You may not get honest answers from her if she thinks whatever she says will be relayed.

Good luck. I approve strongly of these in principle blu but in practice they can be jolly uncomfortable.

Blu Thu 28-Jul-05 12:42:55

erk - what makes them uncomfortable?
Is she likely to detail all my (doubtless considerable) failings as a manager?

motherinferior Thu 28-Jul-05 12:44:19

I have been in the reverse situation of not being offered one, when there was quite a lot I wanted to say, so I think they're a great idea.

Blackduck Thu 28-Jul-05 12:47:13

You should make it clear all comments are confidential. Also that she does not have to answer any of the questions if she doesn't want to.
Last one I was on the receiving end of I was asked:

Why are you leaving?
What do you think of the company's terms and conditions?
What do you think of your manager (ours are done by HR, not the line manager).
What could be done to imporve the job?
Career dev/progression...

bakedpotato Thu 28-Jul-05 12:48:48

Hear hear Motherinferior!

Blu Thu 28-Jul-05 13:16:03

I've got 10 mins to go...have googled some stuff, and don't feel I'm too far off the mark.

Marina Thu 28-Jul-05 13:49:05

I am sure she was full of praise for your managerial skills blu. I think where the option exists it is good practice to have them conducted by an "objective" HR professional so they can be honest about their experiences...

hope it went OK.

Nbg Thu 28-Jul-05 13:51:28

I think you've got it spot on Blu.

I loved my exit interview. It gave me my one and only chance of having an honest chat about work.

Blu Thu 28-Jul-05 13:56:10

Thanks all.
Still waiting - she's clearing out her e mails!
We don't have HR people - so I supose a Board member would have been good - but it will be interesting, anyway!

Marina Thu 28-Jul-05 13:58:22

I think they are essential for employees to have closure on their time in an organisation. Hands up who works somewhere where they would have nothing detrimental to say about their workplace on leaving...

WideWebWitch Thu 28-Jul-05 14:02:21

Why are you leaving?
Would anything have kept you here? (if appropriate)

WideWebWitch Thu 28-Jul-05 14:03:50

Blu, don't worry, even v large orgs don't do enormous great long exit ints ime, they're just useful to find out why people leave and to get constructive criticism from someone with nothing (ish) to lose! Good luck!

Blu Fri 29-Jul-05 14:12:20

Just to say thank you to everyone who helped!
Went v well - straightforward, interesting to hear how strongly she had felt her professional developmnent had been supoprted - whilst taking on board that a 'tighter' managerial style might have sometimes been apreciated. All useful feedback, and a good way of finishing off the working relationship - given that professional contact with her will continue in her new job.

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