Koleen Singerline, of Hire Education Blog, has produced a check-list for a manager to keep in mind when an employee leaves their company. Beyond administrative tasks, some items in this list work to identify a reasoning and response from the employee.
Singerline writes in #2 in her list that a manager (or rather HR) should “schedule a time to discuss the resignation with the employee so you can gain as much of an understanding as possible as to why the person is leaving.” Later, Singerline also writes in #7 that an exit interview should be arranged.
The information gained by an exiting employee can prove to be incredibly insightful. He or she may be more likely to speak more openly about the business; an unfortunate part of reality is that employees sometimes feel that speaking up about the bad in the workplace will only bring about bad for themselves. (And if this is the case, then the exit of an employee would be the time for them to shed light.)
For a business leader or manager, an exit interview (especially one conducted by HR) can provide a great amount of feedback. If the employee left on less-than-ideal terms, this also can offer an eye-opener for the supervisor.
A leaving employee can offer unique insight only granted in retrospect. Below are some questions one could ask.
- Did you feel you had the right resources to do your job?
- Were your manager’s expectations clear?
- What did you like most about your job?
- What didn’t you like most about your job?
- Did you feel that you understood the company’s mission or goals?
Image courtesy of user Seabarium via Flickr Creative Commons.