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There are a number of reasons why an employee may want to say ‘sayonara’ to a business and their role; perhaps they are looking to go travelling or are seeking a new challenge with greater job progression. Whatever the reason may be, it’s crucial for employers to find out why a staff member has chosen to move on.
Conducting a structured exit interview is one of the best methods when an employee is departing, however, it is often overlooked as part of the offboarding process. This is evidenced by the stats. According to a 2018 study by Robert Half, organisations are missing out on valuable insights from their departing employees, with more than four in five (83%) failing to undertake exit interviews.
A valuable tool to gain insights from an employee, exit interviews will also allow employers to improve their retention rate and the company culture.
An employee that’s about to leave may offer some key insights into the way the business is handled, which may have gone unnoticed by HR, such as bullying in the workplace, managerial issues and even sexual harassment, making them something that should be essential in the offboarding process.
