Managers and the Exit Interview By Adrienne Brown A good exit interview should reveal useful information on how to assess and improve aspects of a the company, including:  working environment  culture  processes and systems  management and development An exit interview is a chance for departing employees to give constructive feedback.

Managers and the Exit Interview Ideally, the company should have a documented policy of their procedures for exit interviews. Some organizations allow trained personnel from the Human Resources department to participate in the exit interview. Line-managers or supervisors can also conduct the interviews. However, a manager should not interview a member of their own staff. Employees are not likely to speak openly with their direct manager or supervisor.

Managers and the Exit Interview Managers can request the return of files and paperwork, but they cannot force departing employees to provide the knowledge that is in their head. A positive, constructive approach is best for a happy outcome and an optimal transfer of knowledge.

Managers and the Exit Interview Before meeting with a departing employee, think about the questions you want to ask. Don't wait until the exit interview to create questions. The following are some questions to ask in an exit interview:  Would you be happy to take part in a briefing meeting so that we can benefit from your knowledge and experience, prior to your leaving?  How would you prefer to pass on your knowledge to your successor?  We'd be grateful for you to introduce your replacement to your key contacts/information before you go – can you help us with this?

Managers and the Exit Interview Exit interviews with employees that are laid off or terminated are more troublesome. Have at least two managers present during these interviews. Let the employee know there will be two managers in the exit interview. The questions for the employee should be the same but asked in a different format. For example: “ I realize that you may not be happy with the situation surrounding your departure. However, I would really appreciate it if you could help us understand some of the important things you've been working on - how might we agree for this knowledge to be transferred? ”

Managers and the Exit Interview Once the exit interview is complete, the manager should compile the responses in a formal report. The report should be discreet: employee names should not be listed. Send the compiled report to senior management or to the Human Resources department. The report can then be used to make adjustments or changes that could benefit the company.