As a manager, there are few things more frustrating than feeling like your company is a revolving door of talent. Constantly losing time and money training new employees is daunting. Plus, employee morale takes a hit every time someone else submits a resignation letter. If you’re ready to put an end to this problem, it’s time to start conducting exit interviews.

Meeting with an employee one last time before they move on to their next venture can help you gain valuable feedback on what it’s like to work for your company. You’ll never get this type of honesty from those who are still on the payroll, as they wouldn’t want to risk offending you and putting their jobs in jeopardy. For best results, never have the person’s direct supervisor conduct the interview, as they probably won’t feel comfortable being completely truthful with their responses.

4 Benefits of an Exit Interview

Enjoy the following four advantages by taking the time to conduct an exit interview:

1. Learn Why Employees Are Leaving: You may be losing many of your best workers for similar reasons, but you’ll never find out if you don’t conduct an exit interview. People might be seeking new opportunities because of a mean supervisor, low pay, a lack of room for career growth or countless other issues.
2. Find Out What You’re Doing Well: Employees on their way out have no reason to sugarcoat anything, so ask what they liked about working for your company. This helps you to know where you’re excelling, so you don’t inadvertently make changes that cause even more people to leave.
3. Make Your Company a Better Place to Work: It’s easy to brush some complaints off as the disgruntled remarks of one employee, but if you start to notice a pattern, it’s time to take action. Seriously consider the comments collected in the exit interview and use them to make a change. There’s no point in even conducting these sessions if you’re not going to use the information.
4. Improve Retention Rates: Expect to see your retention rates soar after regularly conducting exit interviews and using the feedback to make positive changes. If a few people complain about the same issues, there’s a very good chance most of your staff shares the sentiment. You may never even know people are feeling a certain way without the help of this valuable tool.

Need a little help finding top-quality candidates? Partner with Barrington Staffing. We offer temporary, temp-to-hire and direct hire services for clients in the San Fernando Valley, Burbank, Thousand Oaks, the Santa Clarita Valley, West Los Angeles and the surrounding areas.