[aa_subtitle_display]When an employee is leaving your company, you may be wondering if hosting an exit interview is actually worth the time and resources. What will you get out of it? Are they worth conducting every time someone moves on from the business?

Well, there are certainly pros and cons. We are here to take you through the reasons for and against these conversations.

The Pros of Exit Interviews

They uncover truthful points of view

Since the employees being interviewed during these conversations are leaving the company, they are likely to be candid on their thoughts on the business, culture, and work environment.

This is a good time to collect information similar to what employee satisfaction surveys dig into. However, while employees may feel nervous to be completely honest in those annual surveys

– fearful of any backlash if they share negative opinions – departing employees are more likely to be brutally honest.

It can spur improvement

Gathering this data and feedback can open the door for improvement within the company. If you are continuously hearing the same feedback from one exit interview to another, it may point to the fact that something needs to change.

This is a quick and easy way to collect honest data points that can help determine trends that you were unaware of.

It can increase employee retention

This may sound weird since these are conducted when employees are leaving the company, but as mentioned above, these can prove to help make for a happier work environment for employees who are sticking around.

A better understanding of what makes an employee want to leave and seek employment elsewhere can aid in the diminishment of these issues. In turn, employees will be happier, increasing retention rates and saving your company money.


The Cons of Exit Interviews

The interviewee may be biased

Especially if someone is leaving the company on “bad terms”, they may have a biased opinion of your company.

Thus, their opinions may be exaggerated or extreme, leaving you with data that is not necessarily useful to improving your company overall, as it may be an opinion that is not shared by many.

It could irritate departing employees

If you are conducting exit surveys, you will want to make them mandatory in order to have a large and useful sample size of information from them. However, making them mandatory could be irritating to employees that are leaving the company.

This could lead to a bitter attitude and poor impression of your company overall, giving – again – skewed or exaggerated opinions at the interview, minimizing their usefulness.

They are very reactive

While they may serve to collect interesting data and opinions, these interviews are very reactive as they are spurred by someone quitting.

Many argue that the resources used to conduct these interviews and analyze the data could be better put to use instilling proactive measures to collect the opinions of your retained employees.

The Bottom Line

Exit surveys have ups and downs, and they may or may not be useful for you and your business. To figure out what will work for you and your employees, we can match you with a PEO that will best understand your needs and areas for improvements.

Use our complimentary competitive analysis to gain a better understanding of which PEO is right for you.

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