Updated: May 2, 2019

EXIT INTERVIEWS are often conducted by employers prior to an employee leaving their employment.

These interviews are normally conducted to:

1. Provide analysis and detect trends as to why employee’s leave

2. To provide a forum for an employee to vent any frustration, rather than them doing that externally

3. To demonstrate that the business is interested in why their people make the decision to leave

The purpose of exit interviews should not be to react to every piece of feedback. These reflect just one person’s view and, often, at quite an emotional time. That said, if 10 people who have left your business are saying the same (trend detected) thing about a manager, for example, then maybe some action is required by you.

This is where the value of exit interviews lies – if your business is not prepared to detect trends, or if you are not prepared to do something about the trends you establish, then exit interviews are not worth the energy.

In summary, conduct exit interviews if you and your business are interested in listening, keen to establish trends and then do something about those trends. If it’s just a tick the box exercise to make you feel better, then don’t bother!

To establish some structure around your exit interviews, contact The HR Guy:


M: 021 543 510

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