Exit Interview by Internal HR – Is it Effective Enough to fulfill the purpose?

Exit interview is a vital process to understand and document the reason for resignation of an Employee and utilize the feedback to improve the organization’s process and structure. Normally, Exit interviews are conducted by in-house HR executives or by hired third Party HR Executives. It provides a chance to obtain honest and exact feedback from an employee who decides to leave the company. Nowadays, companies have started to conduct an exit interview to obtain feedback from resigning employees. But, the question is, Is it effective enough to fulfill the purpose of attaining information about why a particular employee is leaving and what are the aspects to be taken care of to avoid losing valuable resources in future. This like process can be known with the help of attending through some of the best Background Verification Companies in India.

According to our research, a lot of establishments don’t even conduct Exit interview; some organization gathers feedbacks but do not examine them. Some organizations analyze them but do not discuss it with the senior line leaders who could be in a power to address and resolve issues. Only a very few organization gathers genuine feedback from their resigning employees and then analyzing the data and sharing it with senior management to address several issues.

In today’s competitive business world, skillful employees are the strength that drives the growth to become successful company. So, businesses must know exactly — why an employee stays, why they leave, and what are the possible changes organization can incorporate to avoid such human resource losses.

The greater goal for any company should be to retain valued employees at cost. We spend a lot in terms of money as well as time in recruiting a valuable resource. But, when such valuable resource leaves a company for any internal operational faults, internal office politics, psychological threats, then, it is a critical issue at hand to resolve first. Honesty matters a lot in exit interviews and, it is definitely a management’s responsibility to make it beneficial to the betterment of the organization. Exit interviews might be uncomfortable in some situations in many organizations, given the relationship between management and employees. There are chances of not receiving honest feedback from resigning employees. Sometimes employees do not raise a complaint regarding workplace harassment issues and won’t reveal the true reason even at the time of exit interview. The main reason for it is that they don’t prefer to be seen as a victim or attention-seeker and the humiliation; and they wish to have a smooth exit and do not wish to have any trouble in future which may affect their career. Moreover, employee might have been faced the issue because of the close associate of the HR person who conduct exit interview or even by the HR who troubled the employee; in such situations; exit interview would be a formality and truth will not come out. However, there is a solution to overcome such threatening issues and, the best possible solution is to hire third party professional interviewers.

Third Party Professional Exit Interviews are conducted in completely different manner than the Internal Exit Interviews. In Third Party Professional Exist Interviews, we adopt different strategies with psychological approach. It keeps highest confidentiality and promise to the employees that their statement and findings would be shared only to the Top most Executive in HR and Management, such as HR Head, Director-HR, Managing Director and CEO. Internal office politics, scam with the help of in-house HR, process violations, psychological threats, women harassments, information theft by supervisory staff are few issues which are very common we obtain through Third Party Professional Exit Interviews and are very critical to safe guard the organizational interest.

Mistakes happen everywhere but learning from them is significant. Thus, companies should conduct proper Exit Interviews for progressive future growth and avoid unnecessary human resource losses. Look around in awareness and always learn from mistakes!