Exit interview is not a platform for whining
HR TIPS: An IIM professor offers invaulable tips to help employees sail through their exit interview by preparing for it like they had for their selection interview.
If a skilled employee leaves an organization, figuring out why is crucial. After all, in today’s volatile environment valued employees can help drive organizational success. This is where exit interviews come in. Essentially styled as a conversation between the HR department and the exiting employee, an exit interview can help companies understand why employees stay, why they leave, highlight hidden challenges within an organization and how the firm can promote engagement and enhance retention.
For an employee, exit interviews could be an opportunity where they can be honest. But is it really a good idea to “speak your mind”? “Do note that irrespective of the reason you are leaving, it’s important to stay connected. For the name of the firm is forever etched on your CV and you’ll be calling it up now and then for references,” says Surya Prakash Pati, assistant professor (human resource management group), Indian Institute of Management-Kozhikode.
“In a world that is increasingly getting connected, relationships and impressions are slowly becoming the differentiating factors for a successful career. So the last impression is as important as the first. Therefore it’s important to prepare for the exit interview as one had prepared for the selection interview,” he adds. Pati offers tips that may help you sail through your exit. Avoid naming: Exit interview is not a platform for discussing grievances, although you’ll be very tempted to do so. All pent up anger and dissatis- faction will plot with your good self to make their vile appearances. Resist the urge. Since you’re quitting, the organization may not consider your rants seriously. So why say it? Rather, you will leave behind a damaging last impression in the mind of the interviewer, which will be the most prominent image of yours that will remain etched in the organizational memory. Name not your manager or your colleagues. Not only you’ll come across as vengeful, but you’ll damage their professional growth. This may forever prohibit your possible return to the company in the future. Don’t insult: Parting is inevitable, but it’s not the time to insult the organization. Your next company may be grander and with a more boast-worthy pay, but this is no time to bring it up. Never mention the pay hike that you have bagged, unless you are being specifically asked to. It’s rude. R refrain from bringing up any infrastructural deficiencies that you might have noticed. Speak about processes: The only thing to focus during an exit interview arguably is organizational/personnel processes. Do begin by listing out the three positive takeaways from your time in the firm. Who does not like to be praised? So name that office party where you let your hair down uninhibitedly. Name that moment, where you were recognized/made to feel special. This will warm up the HR to you. Don’t use the word “negative”. Instead, suggest “possible areas for improvement”.
Speak on a process bottleneck in any of the projects you are handling. Mention one HR policy that you found difficult to understand/adhere to.
Mention, any additional methods to build more inclusiveness and cooperation within the organization. However, mentioning the problems is insufficient. An attempt must be made to recommend possible actions. That will fetch a good impression for you.
In summary, insult not, name not, be process focused.