Employee exit interviews give us the opportunity to gather useful information about our company from employees who resign. When employees leave our company, they may feel more comfortable sharing experiences they had while working for us.
Specifically, we want to discover:
Please note: This employee exit interview policy refers to employees who leave our company voluntarily.
Once an employee submits a notice of resignation, HR may reach out to them to ask for an exit interview, preferably in writing. Employees may choose their interview format or decline to participate.
Ideally, interviews should take place before employees’ final week of work. HR should avoid scheduling interviews for an employee’s last day unless there’s no other opportunity. Alternatively, HR may schedule interviews within [a month] after employees leave.
HR is responsible for analyzing data from exit interviews and sharing insights and recommendations with senior management. They may report on results annually, quarterly, or more frequently if needed (e.g. if a large number of employees leave within a certain period.)
There won’t be any repercussions for employees who refuse to participate (e.g. references and payouts won’t be affected.) HR professionals are responsible for informing employees that their participation is greatly appreciated but optional.
HR should use those basic questions in all exit interviews to consolidate results more easily. After employees answer these baseline exit interview questions, HR may encourage an unstructured talk for employees to air whatever they’d like.