Voici mon article (en anglais) publié sur Linkedin.
Time is money. To save time, stop doing exit interviews! Part 1
- If the employee was previously identified as a “high potential employee”, senior management wanted to know if there was a way to convince the employee to stay with the company by making a counter offer. (In my opinion, this is not a good idea but I will write about that some other time).
- They wanted to know the reasons why the employees resigned
- They wanted the details about the offer the employee received from their new employer i.e. what was the new salary, benefits program, vacation, bonus, etc.
- They wanted to know if there were issues with the leadership, more specifically possible issues with their immediate managers
- They wanted to know if the employee was going to work for a competitor, and if there was a risk for the company to lose their “Kentucky Fried Chicken” recipe
- They wanted to know if there’s anything (program, process, etc.) the company needed to improve on
I could probably list other reasons I was given, but I believe often times the real reason was management’s curiosity. They just wanted to know. Why do I say that? Regardless of the data I gathered, most of the time, though not always, the data reports collected dust on the shelf and there were no actions taken to improve anything.
I have to admit that the data I collected didn’t necessarily reflect the REAL reasons the employees resigned anyway, although their feedback may still have had merit. The real reason why exiting employees don’t reveal their TRUE reasons for leaving is that they just don’t want to burn bridges when they leave a company and several employees have actually revealed that to me.
Below is a great article from Forbes as to why employees leave their employer.
So save time, and don’t do exit interviews unless you want use the data to improve things!
Stay tuned for part 2!