Just say no…to combining off-boarding and exit interviews
Yes. We know you are busy. We know all about today’s pressure to streamline and multitask too. But even though it may seem sensible on the surface to combine an exiting employee’s off-boarding and exit interviews, we do not recommend doing it. In fact, we think these two human resources functions should never be combined.
Just think about it for a moment. How likely is it that someone is going to open up and have a frank discussion with you about their time at your organization or their real reasons for leaving in the same conversation that is formally (and even in some cases contentiously) going over things like remaining paid time off, COBRA rules and regulations or signed, legally binding clauses in their contracts?
So let the off-boarding meeting be a time to remind the exiting employee about their obligations to protect the confidentiality of your information, of their need to comply with any restrictive agreements and cover HR issues, such as return of company property, COBRA, paid time off, and the like. If you include these matters in an exit interview, it will take away the opportunity to gain trust from the exiting employee, and it’s their willingness to open up and give frank and honest feedback that you want.
That’s not to say that busy managers or an overextended HR team have to minimize the importance of interviewing exiting employees. It does mean that it might be time to re-evaluate your exit interview program and strategies. Smart businesses and HR professionals don’t underestimate the value of data that exit interviews data in terms of creating a better workplace and a happier, more productive workforce.
Are your exit interviews as effective and valuable as possible?
myHR Partner, your source for progressive, effective HR solutions, can help you mine your exit interviews for all they are worth. To learn more about hireVision’s HR Partnering Services, including our customized exit interview service, contact us today.