If you have an established process and interview checklist in place, exit interviews can provide useful feedback. Exit interviews can serve multiple functions, but bad interviews can lead to problems.
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Many employers do exit interviews with departing employees.
Exit interviews may not always provide the insight that employers are looking for, however, they can be useful tools to provide information to employees.
Employers often hope to gain insight into why an employee is departing or what went wrong, in the event of termination. If an employee is upset, it can be an unpleasant and unhelpful experience. In fact, it may be better to prepare for the exit interview with a defensive mindset.
Having an exit interview checklist is essential. Make sure each point is discussed. Also, develop a checklist and process with your lawyer and your management.
Make sure to work with IT to make sure an employee does not have access to company intel and that no large files were exported.
Finally, use the exit interview to remind employees about any continuing obligations related to confidentiality, noncompete agreements, etc.
Employee exit interviews may provide insight as to whether or not an employee is planning on suing the company, if the right questions are asked.
Prior to terminating an employee, always check with your lawyer to ensure proper documentation exists in the employee file. Rickard & Associates acts as external “in-house” general counsel for many of its clients and assists with terminations and exit interviews.
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