Exit interviews are a double-edged sword: Your company desperately wants information from departing employees about how to improve, but employees have little motivation to provide complete, honest reasons for their departure.
You can promise up one side and down the other that you’ll keep individual answers confidential, but the person is unlikely to believe that his former manager won’t find out if he says, “I’m leaving because my manager is a jerk.” Jerk managers are jerks about lots of things — and they don’t take negative feedback well. Your former employees want to keep their good references, so they’re not likely to speak up.
So, if your employees aren’t likely to be entirely honest, should you hold exit interviews at all? The short answer is yes. The long answer is yes, but only if you ask for constructive criticism, understand how to use the information you’re given and focus on trends. Here’s a deeper look at how to ensure your exit interviews are effective.
To keep reading, click here: 3 Ways to Make Exit Interviews More Effective