Exit Interviews/Turnover Investigations
To understand the
need for an outside force to conduct an exit interview reflect on when
you quit a company. If you were like most people, you were very cautious
on what you revealed. You realized that any negativity could affect future
job considerations. Eventually, someone will verify your references at
this company. Understandably, you did not jeopardize a future opportunity
since platitudes and generalities were satisfactory. Therefore, a company
gains little when an internal person conducts an exit interview. This
is a missed opportunity!
Surprisingly, a total stranger can glean more from a departing employee.
It is human nature to want to tell his/her side of the story. To prevent
further losses, a company must learn about major areas of concern that
need immediate attention. In addition, an ex-employee who was reluctant
to contribute now feels no restraint to give constructive suggestions
on how a company can improve. A perceived loss of talent could result
in a company gaining! More importantly, it is critical a company determines
what needs to happen to successfully re-hire a valuable employee.
Subsequently, the need for a turnover investigation just reveals why proper
exit interviews should not be neglected. A problem left unresolved results
in too many valuable employees departing. To stop the hemorrhaging, a
company needs to authorize a turnover investigation.
The magnitude of employee turnover can be better appreciated if one can
imagine a policy where a departing employee is allowed to take a piece
of furniture with him/her. The value of that furniture is inconsequential
in comparison to the talent that is lost. Unfortunately, that mandate
would spur more companies to give the proper attention to turnover because
of the missing furniture rather than the personnel loss. However, as ridiculous
as it sounds, that policy would make a company more successful.
