Dec 11, 2020
During December and January we are replaying some of our most popular episodes from previous years. This is from 28th September 2019 - Why Exit Interview Stink And Seven Things To Do About It.
Summary
Exit interviews often stink. They end up being overly positive or overly negative. This week we explore seven ways to radically improve your exit interviews.
Transcript
Welcome to episode 55 of the Leadership Today podcast where each week we tackle one of today’s biggest leadership challenges. This week we’re looking at seven ways to radically improve exit interviews.
Exit interviews are one of those things that vary in popularity and application. Some organisations use them every time someone leaves. Other organisations may have been burned in the past or not seen the value. The idea is great - let’s find out from people who are leaving the organisation why they’re leaving and what we can do to make the place better for the people who still work here. We can do that using a structured interview just before they depart to whatever exciting opportunity comes next in their career.
In application though, the interviews tend to either be really positive or really negative. As a colleague of mine once wisely noted, you’re never more popular or better at your job than on your last day. We tend, rightly, to celebrate those who have contributed to our organisations on the day they are finishing up. We bring together a summary of their achievements, list all the great things we love about them, and talk about how much they will be missed. Friends come to the person and question how the place will ever be the same without them. All of that primes the person to say positive things in their exit interview. It turns into a “it’s not you, it’s me” conversation. The exit interview may well highlight lots of positives about the organisation, but probably understates the challenges and areas for improvement.
On the other hand you have people leaving the organisation where something has gone wrong. They may be angry or frustrated. The exit interview for them is a way to be heard. In those exit interviews the tone is more “it’s not me, it’s you - and, by the way, I’ve set the stationery room alight”. Those exit interviews end up highlighting a shopping list of problems and complaints, often more about that person than the organisation.
Whichever way the exit interview goes, there’s a risk that what we are hearing is not accurate. It seems like a missed opportunity to improve. If only we could source more honest feedback.
Well, help has arrived. Here are seven tips for dramatically improving your exit interviews.
Applying these tips will help you to get the best out your exit interviews, while also making the process more positive for you and the person leaving.
Keeping all of that in mind, wouldn’t it be great if we could gain some of the benefits of an exit interview earlier in the process? Next week we’re exploring entrance interviews - drawing on the experiences and observations of those who are newer to our organisations.
As you might know I’ve recently launched my three week Boost Your Assertiveness course. I’m offering the course to podcast listeners for 30% off, taking the course cost down from $149 US to the weirdly precise $104.30 . Check the show notes for the link - NOTE - THIS COURSE IS NOW AVAILABLE VIA LEADERSHIP TODAY ON-DEMAND WITH A FREE 30 DAY TRIAL.
Have a great week.