I’ve been doing a lot of exit interviews lately. They’re interesting and are all fine, but I’m left thinking from more than one of them – yeah well how about I give you some feedback too.
And that’s when it struck me. Why don’t we do that? I may be missing an ‘innovation’ in HR, but this is what I’m thinking. The exit interview should be a 2 part process. Part 1 is about the leaver giving us feedback and insight about why they’re leaving. Part 2 should be about giving the leaver feedback about their time with us, their performance, things they did well, badly, key highlights from their time with us and key lows. Think of it as a 360 exit interview.
Imagine the power behind that. Now it’s not just leavers giving the business reasons why they need to improve, but (genuinely) the business helping the leaver to go with vital information for their own career and future development.
This is one of those scary things that HR types would go – are you crazy?! Imagine the time, effort, and what’s the payback for us? And here’s why it should be done. We care about investing in an individual when they are with us. From the moment they join, we give them an onboarding programme, make training available to them, set objectives, entrust them with projects, expect amazing things.
And all that is geared up to them shouting about us to their networks so they come and work for us. So why wouldn’t we do this for when they leave? Their leaving should be equally a fulfilled experience outside of the form filling side of the process. They should have a final piece of interaction with the business that says – we still want you to have amazing things to say about us as an agency and this is something we believe will help you grow as an individual in your career.
Cynicism and negativity aside, I’d be interested in your comments on this.