Exit interviews – Going, going … gone!

It's inevitable and probably quite healthy to have a small amount of staff turnover. But you'll be twitchy when 'small' becomes 'significant' and downright concerned when you can't explain why!

Resignations cost money and when talented people walk out the door, so does their knowledge. The somewhat 'gung-ho' adage that no one is indispensable might have some truth in it - but usually their knowledge is a precious commodity.

A good exit process (and we're not talking euthanasia here) means, despite any differences, you can part on good terms and safeguard your organisation for the future.

More specifically, it can help you:

• Understand why employees are leaving


• Identify work conditions you may want to change


• Keep knowledge where you can put it to use


• Build your reputation as an employer


• Reduce recruitment costs

Interviews, on-line questionnaires and a planned hand-over phase can preserve and even improve a relationship you may wish to call upon in the future. They also send out a pretty strong message to those who are staying - namely that your people are an important asset and you genuinely want to understand why they leave when they leave.