Exit with care

The cycle of advertising for staff, recruiting, training and losing them, can be very expensive. One process to help break this cycle is the exit interview. Spend a few minutes with a leaver to find out why they are leaving, what lessons can be learned for the future and whether anything could be done to encourage them to stay. This is particularly important if the individual feels they have been forced out, in breach of their contract of employment, and is contemplating an employment tribunal. The interview should be carried out by someone who is not their direct supervisor.

It should be clear that the purpose of the exit interview is to try to improve the organisation's performance and anything said will be confidential.

It should address such issues as: did the job advertisement accurately reflect the job duties and attract the right candidate; is there something wrong with the induction or training process; should an employee's unsuitability have been identified earlier; is there something in the working conditions that is driving people away or are there problems with management?

Records should be kept of all leavers' comments and a detailed analysis carried out from time to time. This should highlight areas about which something can be done - especially if they are concentrated within one or two departments. Exit interviewing is not merely a chore - executed properly it can provide valuable information for use in future planning.

- Peter Done, Managing director, Peninsula Business Services.