Devoted to Managers and those that seek to improve their management skills

No matter what business we're in, we are in the age of employees changing jobs much more often than ever before. With the power of the exit interview, there is a great opportunity to mine some knowledge from them that can make our company much better.

One of the strengths of exit interviews is that the employee will be far more open with what's really happening at the company because they no longer fear that there may be consequences for revealing them.

You may get an insight into some serious problems with your managers, or unveil a distinction in what is promised upfront in your recruitment interviews and what really happens when they are hired.

Here are a few tips on how to handle the situation:

1. Communicate to those responsible the importance of the exit interview. Let everyone know as it will prepare them when they are asked for one in the future and will be more willing to give it.

2. Don't wait until the very end to get an interview. Once someone is getting close to their last day, their commitment has already shifted from you to their next employer. The longer you wait, the less they will be motivated to deal with it all and some things they will begin to get unclear on.

3. Have standard interview procedures in place. This will make sure that the interviews will be applied in the same way over time. One thing a number of companies do is to have a person-to-person interview along with a questionaire for the worker to fill out.

Another reason to conduct exit interviews, especially with your better employees is to keep the door open if they want to return. Sometimes people will leave for what looks like a step up, and find out that it wasn't what they thought. There are a lot of stories where great employees return and the experience isn't strained but very positive.