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This chapter is from the book

This chapter is from the book

PHR Exam Prep: Professional in Human Resources, 3rd EditionPHR Exam Prep: Professional in Human Resources, 3rd Edition

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This chapter is from the book

This chapter is from the book

PHR Exam Prep: Professional in Human Resources, 3rd EditionPHR Exam Prep: Professional in Human Resources, 3rd Edition

Learn More Buy

Exit Interviews

HR’s responsibility extends beyond replacing an employee who has been terminated, whether voluntarily or involuntary.

NOTE

Replacing an employee should not be a knee-jerk reaction in the wake of a termination. HR professionals are not order takers or order fillers and should not behave as such. Partner with your clients to explore creative options. Determine whether a position truly needs to be replaced. If it does, explore whether it should be replaced in its current form. Use terminations as an opportunity to revisit old assumptions and to support your clients by exploring new and creative approaches.

HR professionals are often called on to participate in the exit interview process. Exit interviews provide employers with an invaluable opportunity. If departing employees are assured—and if they believe—that their comments will not be attributed personally to them in any way, they will be more likely to provide candid and valuable feedback relative to their employment experiences with your organization.

Exit interviews should focus on job-related factors rather than feelings. An exit interviewer may want to ask for feedback relative to myriad topics, just a few of which could include the following:

  • The interview and selection process and whether it provided a realistic and accurate depiction of the job
  • The degree to which the employee felt as though he was making a valuable contribution that ultimately furthered, in some way, the mission of the organization
  • The nature of the supervision received and the employee’s relationship with her supervisor
  • Training opportunities, and the degree to which the employee was truly encouraged (and permitted) to take advantage of those opportunities

CAUTION

Although some organizations conduct exit interviews using forms that the employee is asked to complete, many organizations find that in-person exit interviews yield more valuable results. The quality and the information provided will also be enhanced if the exit interviewer maintains a neutral and nonjudgmental demeanor during the interview—regardless of what the departing employee might say. In fact, many of the same intra personal and interpersonal skills that enhance the preemployment interview process can enhance the exit interview process.

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Last Update: November 17, 2020