How would your exit interview go?

How would you answer the questions in your exit interview?  Let’s look at some of the question from a standard exit interview:

            What kind of work do you like best?

            When you started here, who introduced you to the people you work with?

            Was your position fully explained to you?

            Were your problems handled properly?

            How do you feel about the way the company is run?

So let’s look at these questions from two points of view, the employer and the employee.

            What kind of work do you like best?

·         Employer: Shouldn’t you be asking this during your Associates employment so you know their passion?  Doesn’t this help in their growth and development?  Do you do regularly communicate with your Associates?

·         Employee: Are you empowered?  Don’t you have personal responsibility?  Are you not responsible for yourself?

When you started here, who introduced you to the people you work with?

·         Employer: What is the culture of your company?  Don’t your employees understand the importance of building relationships with fellow employees so the workplace is pleasant?

·         Employee: Do you have a voice?  Can you introduce yourself to others? Don’t you want to know who you work with?

Was your position fully explained to you?

·         Employer: Is this not your duty as an employer to explain the job to your Associate?  Did you have regular follow up with your Associates, especially new hires?  Do you ask questions or do you make assumptions?

·         Employee:  Is it not your duty to ask questions for your own well being?  Do you have a voice and personal accountability?

Were your problems handled properly?

·         Employer: Do you have an Open door policy? Do you have a procedure for problem resolution?

·         Employee: Do you bring a solution when you present a problem?  If you don’t feel something was handled properly do you diplomatically readdress the problem?

How do you feel about the way the company is run?

·         Employer: Do you ask for input from those doing the job?  Do you have a suggestion box or “town hall” concept?

·         Employee: Do you speak up and take responsibility for your job and the company your work for?  Do you have pride in your job?

Are these questions appropriate?  As an employer if you need to wait for an exit interview to find the answer for these questions are you truly doing what is right for your associates?   Are you a democracy or a dictatorship?  Do you value your employees and empower them to take part in the decisions of the company?

As an employee if you are waiting to speak your mind at the exit interview why bother?  If you truly care about the company you are working for don’t you want to make it the best company?

I think exit interviews have a purpose and especially if your company is in transition but you need to make an effort as both an employer and employee to do the right thing.

Kim Popella