There are a few key best practices that businesses should follow when asking employees to do exit interviews:
Timing: It's important to schedule the exit interview for a time that works well for the departing employee. This may be during their last week or two of employment, or it may be a few days after their last day.
Communication: Clearly communicate to the employee why you're conducting an exit interview and how the feedback they provide will be used. Be sure to emphasise that the feedback is valued and appreciated.
Confidentiality: Ensure the departing employee that their feedback will be kept confidential and that it will not negatively impact their employment reference or reputation.
Format: Consider the most appropriate format for the exit interview, such as in-person, virtual, or written. Choose a format that allows the employee to feel comfortable and able to provide honest feedback.
Questions: Use open-ended questions that allow the employee to share their thoughts and experiences in their own words. Avoid leading or biased questions that may influence the employee's responses.
By following these best practices, businesses can effectively and respectfully request employee participation in exit interviews, and gain valuable insights to improve their organisational processes and retain your top talent.