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Three ways you can conduct exit interviews

by , 11 September 2014
Do you wish there was a tool to help you find out the real problems causing high employee turnover in your workplace.

You can stop wishing because there's already a tool to do this: Exit interviews.
With exit interviews, you'll get to understand why employees are leaving your company.

This will give you an opportunity to:

• Address selection issues and recruitment and take steps to improve your overall recruitment process; and

• Identify underlying organisational issues and facilitate the process of developing solutions to address them. The end result: You'll reduce employee turnover and increased productivity.

So how do you go about conducting exit interviews? You can use the following three ways to conduct exit interviews.

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Use these three ways to conduct exit interviews

#1: Face to face interviews

This is the traditional and extremely valuable exit interview method.

#2: Telephone interview

This method is slightly more impersonal but may encourage the employee who's leaving to be more forthcoming.

#3: Send a document with questions for employees to complete 

This method is less personal but is sometimes more conducive to encouraging participation, for example with someone who has already left the company or isn't likely to be forthcoming in their contribution.

So which of the three interview methods should you use?

There's no single best medium for collecting information, says the Labour Law for Managers Loose Leaf Service.

The Loose Leaf Service goes on to say you'll determine the method you want to use depending on your company's needs or on what's best for your company.

Now that you know about these three methods, conduct exit interviews effectively.

If you have any questions regarding exit interviews, ask our labour experts at the Labour & HR Club.

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