Unwanted attrition generally results from employee job dissatisfaction, not feeling valued, poor management/leadership practices, a lack of career opportunities and to a lesser extent a lack of competitiveness in regard to remuneration. Providing an engaging employment proposition requires ongoing attention and commitment on the behalf of leadership, and despite this it is inevitable that key talent will leave the organisation from time to time.
It is not the role of exit interviews to prevent an individual from leaving or managing the risk of lost knowledge after they have resigned – these objectives must be managed in advance as part of the organisation’s broader employee engagement strategy. Instead, it could be considered that the process should enable the organisation to gain insights to help retain talent in the future, prevent bad hires, improve leadership practices, and ultimately drive better organisational performance. There are several standard themes typically covered by the exit interview process;
- Understanding why individuals chose to leave
- Seeking feedback about the role, manager and team, pay and conditions, the working environment, development opportunities
- Seeking feedback about the organisation’s culture more generally
Besides generating insights that can support future organisational development there are also some related benefits that should be captured, including;