Itwould be advisable that the company conducts an exit interview tohelp in curbing the high rate of turnover. The interview will help inassessingwhat makes employees to decide to leave an organization as well asthe aspects they value. In addition, it will evaluate what theemployees believe needs to be improved in order to bettertheir performance, engagement, and devotion. Exitinterviews mayhelp in deducing reasons why a staff member is relocating to anothercompany and this can allow an organization to amend its HR strategiesto entice and retain best talents. However, the information gainedfrom exist interview may force the organization to spend more fundsin attempts to achieve the level of the competing firm. Furthermore,the companymay find it challenging to use the outcomes of exit interviews tolower costly turnovers or increase the productivity of thestaff members.
Exitinterview discussions may be overseen by third parties, as they areable to guarantee confidentiality and facilitate honest reaction. Thefirst face is the need to focuson the productive workers who are likely to resign. Sinceall turnovers are undesirable, it will be important care whytreasured employees leave. Secondly, it is vital to haveinterviews done by someone other than the worker`s immediatesupervisors.The relationship that the supervisor has with the employee mayinfluence the resolution made by the employee. Lastly, it isimperative to ask questions that will help in explaining theemployees feeling concerning treatment by supervisors and coworkers,their view on how their roles were perceived, and what needs to bedone to make the firm a better environment to work.
Spain,E., & Groysberg, B. (2016). Making exit interviews count. Harvardbusiness review, 94(4),20.