It is inevitable, people will leave organizations. No one stays forever. So, conducting exit interviews is a no-brainer. Companies want to know why employees leave. This can help them improve things for others. Done right, perhaps they can reduce employee turnover.
Glassdoor suggests asking at least thirteen (13) questions during the exit interview. A small sample is shared below.
1. Why did you begin looking for a new job?
2. What ultimately led you to accept the new position?
3. Did you feel that you were equipped to do your job well?
4. How would you describe the culture of our company?
These are good questions. However, they come after the fact. As important as a post assessment is, it is just as important to conduct a present assessment. Companies can do this by conducting stay interviews. A few questions to consider are:
1. What do you enjoy most about your role?
2. If you could change one thing about your role, what would it be?
3. Do you feel included and connected to your team (group, division, unit, etc.)? Why or why not?
4. How can the organization improve internally with its employees and externally with its stakeholders (clients, stakeholders, etc.)?
5. What are your personal/professional goals at the organization and how can I help you achieve them?
Stay interviews can help employees feel more connected. It can foster a sense of belonging by sending a message of “we care.” We care about your well-being, your perspective, your advice, your goals, your contributions, etc. People leave for various reasons and people stay for multiple reasons. Discover the reasons from both groups by asking questions of each.
Of course, in addition to the short lists above there are many other questions to ask. What would you add to the second (stay interview) list? I look forward to your response. Again, exit interviews are good. But be sure to add stay interviews too.
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Apogee Leadership Group LLC
216.505.0254