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Here's why you must use an impartial person to conduct your exit interviews

by , 12 September 2014
One of the most important rules about exit interviews is this: Don't have the departing employee's immediate manager conduct the interview. You must use an impartial person to conduct the interview.

But have you ever asked yourself why you must use an impartial person and why this is so important?

We have the answers for you.


Here are four reasons why you must use an impartial person to do your exit interviews


Reason number one: There are emotional issues involved 

Departing employees may view talking to someone they know as too 'up close and personal'. Career transition is an emotional time and the last thing they want is possible recrimination or further emotional involvement, says the Practical Guide to Human Resources Management.

 
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Reason number two: Employees may fear retribution if a direct manager interviews them
 

The leaving employee may have concerns about 'burning bridges'. He may fear potential retribution if he gives you specific details or that the information he gives you could reach his new employer.

What's more, the departing employee may also fear that retribution may fall on remaining employees in his department.

Reason number three: The departing employee may fear there won't be any confidentiality if the interviewer isn't impartial 

There's also the possibility that their comments may get back to the wrong people and be used inappropriately.

Reason number four: The employee may believe their director manager won't take action

If the interviewer isn't impartial, departing individuals may believe that nothing will be done with their comments so there's little point in being honest.

The bottom line is you must use an impartial person to conduct your exit interviews. This will enable you to get credible information as employees will be more open.

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