IDS HR Studies Update 787, December 2004

Exit interviews

• looks at the benefits of taking the time to gather feedback from employees who are leaving an organisation
• discusses the factors that need to be considered when introducing a formal system of exit interviews
• considers the respective merits of exit interviews and leavers' questionnaires
• sets out a typical exit interview schedule/questionnaire for voluntary leavers

Employers are becoming increasingly aware of the potential value of exit interviews or leavers' questionnaires as a way of learning how to improve staff retention.

Gathering the views and opinions of those who have chosen to leave an organisation can provide valuable insights into employees' perceptions of the competitiveness of reward packages, access to training and development opportunities, and the effectiveness of individual managers. Following up on any areas of weakness can lead to improvements in job satisfaction and performance across the company and ultimately help to reduce turnover.

When implementing exit interviews, it is important to think carefully about exactly what questions should be asked. Careful consideration should also be given to the timing of the interview, who is going to conduct it and how the information is going to be analysed. Finally, the process should be evaluated to ensure that it is delivering useful information and is adding value to the organisation.

This in-depth article is the lead feature in the December 2004 IDS HR Studies Update.