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Who's the best person to conduct exit interviews?

by , 10 September 2014
Our labour experts get a lot of questions regarding exit interviews.

This is great because it means employers are aware of the power of exit interviews. They know that these interviews can help increase employee retention and help identify underlying organisational issues and facilitate the process of developing solutions to address them.

One question that our experts get over and over is: Who's the best person to conduct exit interviews?

Read on to find out the answer so you can ensure the right person conducts exit interviews.


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Here's the answer if you want to know who should do the exit interviews


It's best to ask another manager, someone from your Human Resources Department or an outsourced service provider to conduct exit interviews.

It's a bad idea to have departing employee's immediate manager conduct the interview.

If the manager is the actual problem, chances are you won't get accurate information from the departing employee because he won't be comfortable.

You must get an impartial interviewer.

According to the Practical Guide to Human Resources Management, departing employees may perceive 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 blame or further emotional involvement.

The Guide adds that if you don't get an impartial interviewer, departing employees may be concerned about 'burning bridges', perhaps fearing potential retribution if they're too specific or that negative information may reach their new employer. They may also fear that that retribution may fall on remaining fellow employees in their departments.

The bottom line: Make sure you select the best person to conduct exit interviews.

If you have any questions regarding exit interviews, check out the Labour & HR Club.

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