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Upstate South Carolina HR Tips: Questions to ask in employee exit interviews

January 17th, 2013

Do you know why employees leave your company?  Make sure you ask them – before they head out the door for the last time.

In reality, employees may leave your Upstate SC company for any number of reasons.  Higher pay, better opportunity, issues with management and simple burnout are among the most common, but the reasons people quit are as diverse as the employees themselves.

Change is a constant in business.  A certain amount of turnover is not only normal, but healthy.  If a “revolving door” of turnover is lowering productivity, leading to substantial knowledge loss or undermining your company’s profitability, however, exit interviews can help you diagnose problems and turn things around:

  • Because employees are leaving, their exit interview responses are generally very honest, constructive and objective – providing insights about your company, processes and staff you might not otherwise get.
  • Once you understand employees’ reasons for leaving, you can take appropriate remedial actions (e.g., changing your recruiting process, onboarding, training, etc.) to increase employee tenure.
  • Ultimately, exit interviews may reveal systemic problems (e.g., organizational structure, corporate culture, out-of-touch management, etc.) and uncover opportunities for improving your company as a whole.

If turnover is negatively affecting your business, it’s time to start asking some questions.  Use these starter questions from TRUE Group, South Carolina’s leading provider of customized employment and staffing solutions, to develop your own list of exit interview questions:

  • What is the primary reason for your decision to leave?
  • What other factors influenced your decision to leave?
  • How do you feel about our company?
  • What have you enjoyed about working for us?
  • What has frustrated or upset you about your work experience here?
  • How well were you managed?
  • What could we have done early on to prevent this situation from developing?
  • What can you tell me about communications within your department and throughout the company as a whole?
  • How would you describe our organizational culture?
  • How could our company improve working conditions, amenities, hours/shifts, etc.?
  • Were you trained/developed adequately for your role?
  • What more can our company do to retain more of its best employees?

Ideally, you should ask these questions during a face-to-face exit interview.  An in-person exit interview allows you to ask relevant follow-up questions that clarify responses and yield higher quality information.

TRUE Group understands the tough challenges chronic turnover poses.  In many cases, we can help you staff high-turnover positions more effectively – saving you time, money and countless headaches.  Contact TRUE Group today to learn more about our staffing and recruiting services for Columbia, SC, employers.

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