An exit interview is performed by management or the responsible HR manager when an employee leaves the company. The purpose of the interview is to determine the reasoning behind why the employee has decided to leave and to gain their opinion as to what could be done differently or practices that could be improved.
Although conducting an exit interview has certain advantages, it is rare that these advantages outweigh the negatives.
Here are the top reasons why exit interviews are relatively pointless!
# 1 The employee will rarely tell the truth!
No matter how nice you are or how much you encourage the employee to answer truthfully, they will always be concerned that if they offend or tell the real reason why they want to leave ht company, that it will come back to bite them in the future!
#2 It is unlikely the company will change
Even if you do conduct an interview with the employee and they provide you with detailed responses, it is unlikely the company will implement all these changes knowing that the employee is leaving regardless.
#3 Waste of time
Conducting an interview of any description, whether it is for a job or for an employee’s exit, it takes time and effort from both parties. You may find that the time invested in conducting an effective exit interview is not worth the results you obtain from it.
#4 Too little, too late
What is the point in finding out why an employee is leaving and trying to implement change when they have already found a new job? If the employee did not feel comfortable enough before hand to talk about why they want to leave the company, then it is highly unlikely they will feel comfortable talking now.
Essentially, an exit interview is a good idea in principle, but when you consider the fact that employees may feel very uncomfortable attending such a meeting, and they may not even answer truthfully, the negatives far outweigh the advantages of conducting one.