If you dislike exit interviews, you are not alone. Knowing that you are excited about the new job, yet need to leave your current position graciously – bridges un-
burned and references intact can be a source of anxiety. It’s time to learn how you can maintain your dignity and survive an exit process.
Why do an Exit Interview?
Organisations with a mature HR system do exit interviews for four key reasons:
1. Learn why your are leaving and if it is for a negative reason give you a chance to “get it off their chest” before you start talking to their friends and family
2. Capture knowledge before it walks out the door
3. Find out how the organisation can do even better
4. To have a record of your key achievements, so an accurate reference can be provided on request
While smart employees realise that well managed exit interviews ensure that you are going to get a good reference. Call me a cynical realist; however, things change and you never know why you might need a good reference in the future.
Get Prepared:
There are a few key things that you can do to make the most of your exit interview. Before the meeting do the following:
1. Find out who is going to do the interview
2. Establish the “rules of engagement” – is this a casual “anonymous” chat, or will the documented notes end up in your file?
3. Obtain a copy of questions that will be asked so you can think about your answers
What to say:
If you talk to someone from your in-house HR Team, I would recommend letting your Manager know exactly what was said so there is no confusion or resentment. If you are dealing with your manager directly, I would think carefully about what you enjoyed in the role and found motivating. Then define what you found challenging and think about what could be done to resolve these issues.
Try to quantify your answers and define exactly what you achievements were. How much profit did you generate or cost savings did you create? Did you bring on any new customers? Did you create new systems? Do you have any examples of positive customer feedback?
When it comes to the challenges, or those “things we could do better”, think of two or three easily fixable examples and provide genuine suggestions for how they could be solved. Unless you are a senior manager and know your feedback will be appreciated,focus on systems and processes rather than people problems.
Alternatively, cite something that is beyond the organisation’s control. For example, if your only chance for promotion would be to the position that is filled by an experienced and very loyal manager, it is understandable that you would go elsewhere.
How honest is too honest?
If you are leaving because the job was a nightmare and your boss really was the devil reincarnate, be honest in a diplomatic way. Describe how you tried to resolve any negative issues, define your achievements in the role and state that you were grateful for the employment opportunity. Explain that the new role is better suited to your needs and you wish the team well in finding your replacement.
Finally, no matter how bad the role was if you want a reference answer yes to “would you work here again?” Even if it was a disaster you can always say “I can see that this company has a lot of potential, so I’d never say never.”
I’d be interested in hearing if anyone has anything to add to this, whether it is proactive tips on how to deal with exit interviews or a war story please email sarah@employmenow.co.nz.