Exit interviews and termination sessions are sources of valuable knowledge and ideas for the employees of the organizations that conduct them. These actions may include the retention, recruitment, evaluation, and training of staff who are about to resign. Some organizations decide not to conduct such activities in the event of a staff member’s separation, preferring to use the online interviewing method. However, this approach may indicate that the separating staff member was not sufficiently important to the organization. At the same time, many firms use the form of a closing interview, as managers find this step important.
Dismissal may be for the worker stress, which will cause great harm to the health and quality of life. In closing interviews, it is essential to maintain the level of empathy needed by the employee. In addition, it is necessary to ask the person’s opinion about the organization in which they worked, and they can be asked about development prospects, recommendations, and positive and negative aspects (Berman et al., 2009). The purpose of such activities is to understand the views of staff members by asking them questions in such a way as to give them their actual opinions on the work of the organization and to share more about their work experience. The interviewer, in this case, should communicate with people as he would like to speak with him or her.
The accuracy of employees’ responses may depend on their emotional state, but exit interviews are still helpful. The interview process itself should be conducted with care and preserve the personal boundaries of each participant (Berman et al., 2009). Such events should cover final payments, services, and recommendations. Interviews and exit sessions, which were well organized, are essential for the further development of the firm. The quality of these events directly shows the communication skills of the manager in stressful situations. This experience shows the remaining employees the actual values of the organization and the value of its human resources.
Important Exit Interview Criteria
Anonymity and Documentation
The anonymity of interviewing and interviewing may vary depending on the organization, so that the situation may be different on exit interviews. The significance of anonymity is to provide maximum open feedback for each employee, as some may fear possible negative consequences in the future (Berman et al., 2009). However, while some firms adhere to the anonymity and confidentiality of each employee, others require identification of the individual at each interview or signing of documentation. The approach of respecting the anonymity of employees allows for more honest and detailed answers, which automatically improves the quality of discussions. Thus, the organization’s decision on this issue may have a significant impact on the level of sincerity of the responses.
Privacy Concerns Regarding Reasons for Leaving
I believe that the questions about this should not be considered in the exit interview as a violation of privacy and was not the reason for my leaving any business. However, if these questions are raised by management at a random moment and they may affect the attitude of directors towards the employee, then it may become a hairstyle exit from the company. A competent manager needs to feel the balance between respecting the employee’s personal boundaries and striving to fully understand his or her views (Berman et al., 2009). For example, for some staff, specific issues may seem too sensitive or personal and may also be perceived as attempts to intrude into their privacy.
Timing of the Exit Interview
My employer has waited a long time to ask me these questions because he wanted to find the right moment to ask them. However, interviewing employees both before and after exit interview is illogical. Managers should regularly conduct exit interviews and emphasize their importance in the functioning of the organization (Berman et al., 2009). Delays and improper timing in obtaining the opinion of the staff member may lead to departing people wondering why they have not been interviewed before. Thus, an individual may no longer provide the detailed and vital information that the organization’s manuals expect to hear. In questions of interview, it is essential to observe a specific time frame in which the questions will be relevant.
Purpose of the Exit Interview
It is crucial for the manager to convince the employee that the desire for feedback has no pitfalls. A clear explanation makes it possible to increase the person’s confidence in the interview process at the stage of dismissal (Berman et al., 2009). Otherwise, an employee may wonder whether these data are really needed by organizations to improve themselves or whether managers simply want to understand the real reason why an employee leaves the firm. In order to build trust during a survey, the organization needs to complement the feedback story and show its importance for positive change.
Risk of Burning Bridges
Exit interviews are a stage that can create a dilemma for workers. A person may consider whether to lie to him or her to maintain a good relationship with the organization or to be frank to provide helpful guidance for the future. Firms should make efforts to create an enabling environment for constructive opinions and criticism, ensuring that no frankness will have a negative impact on the employee (Berman et al., 2009). A balance of honesty and diplomacy also played a significant role, as it was important for staff not only to express their views but also to do so ethically and competently.
Reference
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2009). Human resource management in public service: Paradoxes, processes, and problems (3rd ed.). SAGE Publications.
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