Look around your workplace. Can you see your workers? One day, they’re going to leave you.
Don’t be alarmed. It’s completely natural. The average UK worker changes jobs every five years.
And although some relationship experts will tell you not to over analyse a breakup (“these things happen: move on”) you should take the time to understand why your staff leave. It could reveal important facts about your business…
But how do you find out the real reason an employee has resigned? What questions do you ask to get useful information? And what do you do when a soon to be ex-employee just wants to gripe? Here are five top tips for holding a successful exit interview.
1. Find out why they really left
One of the most important things you need to know is why your worker is leaving and whether you risk other staff resigning, too.
Sometimes it will be obvious. Your worker was headhunted. Another company gave them an offer they couldn’t refuse.
Other times it’ll be a mix of factors. Arguments with management, changes in responsibilities, boredom, or worries about job security often add up to the decision to leave.
Whatever answer you get, it’s up to you to decide how to use this information. And that’s not easy. For example, a dispute with a supervisor can be a clash of personalities or a sign that there’s an issue with your management team.
After the interview, speak with other members of staff. Do they feel the same way? If so, what can you do to make sure you don’t lose more employees?
2. Look out for harassment, bullying or discrimination
If your employee suggests that they suffered harassment, bullying or discrimination you need to take their claim seriously.
If this is the first time you’ve heard about the issue, ask why your employee didn’t feel like they could raise it before. If they have already raised it, but don’t feel like it was addressed, is there an issue with your grievance process?
Either way, you’ll need to investigate. Because you could face a claim of constructive dismissal, even after your employee has left.
Hopefully, you won’t run into anything quite so dramatic in your exit interview. If you do, I recommend getting expert support from a Peninsula HR specialist before you go any further.
3. Ask positive questions
There are two reasons why you should stick to positive questions during an exit interview:
It’s a nicer experience for you both
You’re more likely to get honest answers
Let me explain. Saying how you feel isn’t always the same as being honest. It’s hard to give a truly objective answer when you’re sad or angry.
So ask your employee about their positive experiences. What did they enjoy about their job? What are they most proud of? What do they think the company does well?
And when it comes to talking about your employee’s challenges, frame those in a positive light, too. How can we improve? What can we change to help our staff achieve their goals?
You’ll put your employee in the right frame of mind to give constructive feedback, and you’ll get more honest insights into your strengths and weaknesses.
4. Stay open-minded
Remember, you’re not trying to negotiate with your employee or change their mind. An exit interview is simply a chance for you to find ways to improve your business.
So stay open-minded, even when you hear things that you disagree with.
For example, you may feel like you push your staff to achieve their best. Your staff may feel like you put them under unnecessary pressure. You might feel like your staff get great salaries and benefits. Your staff might feel they’re undervalued.
Different perspectives challenge our beliefs, but often reveal nuggets of truth.
5. Keep your cool
In an ideal world, you and your employee will be going through an amicable divorce. An easy split. A conscious uncoupling that’s best for you both.
But things don’t always work out that way. It’s not unheard of for staff to go out ‘all guns blazing’ and use the exit interview to tell you exactly how they feel.
Our advice? Stay cool, stick to your pre-planned questions, and, if their outburst is aggressive, unprofessional and unfounded, never hire them again.
Need advice on holding an exit interview? Our friendly HR team is on hand to help. Call or request a callback.
Why are you leaving me? Five exit interview tips
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HR management outsourcing is when a team of experts manage your HR by looking after your contracts, policies, and procedures.
These are the HR essentials every business needs. Without them, your staff could bring successful claims against you, you could lose thousands in legal fines, and even face prosecution. You should never underestimate the benefits that HR support can do for your company.
We have years of experience in providing HR for SMEs and HR management outsourcing. Contact us to see how we can support you, including HR advice for small businesses - as well as medium and large companies.
Good human resource management is having round the clock support when you need it the most.
Whenever there’s a staff challenge or an important legal update, you just pick up the phone and get the help you need – no matter the time or place.
A HR manager looks after your HR service and has lots of responsibilities, which may include looking after onboarding, documentation and contracts, as well as staff disputes.
It’s a time-consuming and expensive job, which is why outsourcing it saves employers a lot of time and money. Peninsula can look after your SME HR, including giving you access to our HR advice line - taking away the need for a HR manager, contact us today.
Outsourcing HR is cheaper than hiring internal staff and saves you money overall when it comes to your HR service. Plus, you avoid making mistakes that could cost you heavily in claims and legal fines down the line. Every business should consider HR support as a way to avoid claims.
Peninsula is one of the leading HR outsourcing services in the UK, and by working with us you get access to our HR advisory service. Contact us for your outsourced SME HR today.
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According to research carried out by the Chartered Institute of Personnel and Development (CIPD) and Omni RMS, 61% of employers in the north and 56% of those in the Midlands have had candidates cancel interviews with little or no notice over the past 12 months, with 18% in both regions reporting new starters failing to turn up on their first day at work.
On 12 September 2024, the Supreme Court handed down an important decision relating to “fire and re-hire”, or dismissal and re-engagement. The case of USDAW v Tesco Stores Ltd could potentially have significant implications for employers looking to undertake this process.
The Employment Tribunal (ET) had to consider, in the case of Difolco v Care UK Community Partnerships Ltd, whether the respondent had acted fairly in dismissing an employee after they were charged with murder.
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