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As a manager or business owner, it is important to endeavor corporate culture This opens the way to open, honest and productive communication between employees. However, even in the healthiest work environments, workers can still have reasons to hold their cards near the chest, in particular with regard to the less favorable aspects of their experiences. This is why the questions of exit interview offer such a unique opportunity to collect transparent comments and, ultimately, help reduce the rolling of employees.

"Exit interviews are an important element in the management of an organization or a company because they can give you an honest overview of the growth areas that you may not have identified otherwise," explains Christian (Chris) Lovell , a career expert for Sovi and founder of the vocational education company Careers of Chris . "Employees are more likely to vocalize all the problems they have encountered because they are going out when the issues are lower."

These end -of -job conversations are not always negative, add Lovell - and they can be just as informative when they highlight what is happening RIGHT . Read the rest to discover the 10 questions of output interview that you must always ask so that you can know what works and makes improvements focused on data on what is not.

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1. "Why did you decided to leave the business?"

One of the most common questions to ask during an exit interview is why the employee decided to leave the company. If they have already mentioned a reason in their letter of resignation or in a previous conversation, you can ask them if they would feel comfortable developing these reasons in more detail.

"This makes it possible to identify specific reasons for turnover, whether they are linked to employment, management, work environment or personal reasons," explains Ana Alipat , the recruitment team leads to Dayjob recruitment .

2. "Do you think that integration and training prepared you for your role?"

This question asks the employee who came out to think about his beginnings in his role and the question of whether the company did enough to prepare them for success.

Lauren K. Milligan , career coach and CV editor for Summaryday , says that by asking this question, you can get crucial information to help you refine your integration or training process so that more employees can prosper in their roles in the future.

Milligan suggests asking follow -up questions that explore what worked and did not do so. For example, you can ask: "Do you have the impression that the process has correctly acclimatized you for your work? Have your responsibilities and professional expectations been clear?"

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3. "Have you thought that your contributions were recognized and appreciated?"

Often, employees who feel recognized and appreciated in their roles will be more motivated to do their best and less likely to leave their roles prematurely. If you notice a model in the exit interviews in which employees feel underestimated, this could highlight an important field that needs growth.

"Recognition is essential for employee morale," said Justin Marcus , co-founder and CEO Big 4 talent . "The lack of appreciation can lead to dissatisfaction and turnover."

4. "Can you describe your relationship with leadership or management?"

Asking employees to describe their relationship with the leadership of the company can help managers identify a common dead point: the need for self-reflection at the highest levels of the company. AE0FCC31AE342FD3A1346EBB1F342FCB

Tawny Lott Rodriguez , A Award -winning HR leader who is currently Director of Human Resources at ROWLAND HALL-ST. Mark's school , says that you can ask this as an open question or even give employees the possibility of classifying their approval of leadership on a scale from one to five.

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5. "What did you love the most in your work?"

Ask employees to share what they liked most in their roles is used for a few ends. First, it helps to clarify which aspects of the role could attract new talents in the future. "Understanding what appreciated employees can help improve these aspects for current and future employees," said Alipat.

This can also help you end your employment relationship on a more positive note, rather than focusing only on employee's reasons to leave or areas that need improvement.

6. "What did you love the most in your work?"

It is also important to ask what the employee did not like the most in his work.

Ask this question "identifies areas that need improvement, whether professional roles, tasks or other factors that have led to dissatisfaction," explains Alipat.

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7. "Has your time here met your expectations of professional advancement?"

This question can help you identify whether employees believe they can develop their role. Milligan recommends requesting this to determine if the company should offer more career advancement possibilities or make changes to the existing.

8. "How would you assess and describe the culture of the company?"

Corporate culture can be difficult to describe, but according to Harvard professional and executive development division , there are a few common benchmarks that could indicate that your culture is positive. These include employees feeling confidence and psychological security, a feeling of belonging, professional development opportunities, a healthy resolution of conflicts and reasonable flexibility and a balance between professional and private life.

Ask an outgoing employee to describe the company's culture - or to assess the culture using specific benchmarks - "provides an overview of the real perception of business culture and highlights any divergence between culture planned and real culture, "explains Alipat.

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9. "Do you have any suggestions for improvement?"

It is also useful to ask employees directly if they have advice for business improvements. "This encourages constructive comments and practical suggestions that can be implemented to improve the workplace," explains Alipat.

According to Harvard Business review , a creative way to ask this question is to have the employee Complete the sentence , "I don't know why the company is not satisfied with _____." This exercise allows them to share ideas of innovation that seemed obvious from the point of view of their role.

10. "Were you satisfied with your remuneration and the benefits?"

One of the most common reasons why people leave their jobs is to earn a higher salary elsewhere. Consequently, Milligan recommends wondering if the employee was satisfied with remuneration and services and if he considered having received adequate salary increases during his mandate in the company.

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Questions to avoid during an exit interview

There are also some things to do in terms of interviews. Lovell says you need to avoid too specific or main questions - for example, "are you going because of the XYZ management style?" Or "are you going because of (insert a specific reason here)?"

"Not only can it lead to the game of blame and point out, but it can also distract the employee from sharing the information they wanted at the origin or intended to share - information that is potentially more precious for your Company, "explains Lovell.

Alipat recommends escaping too personal or intrusive questions, as well as those that could be perceived as conflicting. A current example is to ask: "Why did you not mention these problems earlier?"

Questions too specific to a single incident are also problematic. "Focus on global experiences rather than isolated events," advises Alipat.

Conclusion

As Lovell points out, an exit interview is only worth it if you have a plan in place to analyze the information you have collected and implement changes according to the comments.

That said, when used in the context of a larger data -based improvement plan, output interviews are a powerful tool to understand employee bearing and improving working conditions.

"By asking the right questions and avoiding inappropriates, employers can obtain precious information that leads to a more satisfactory and more productive work environment. Do not forget to approach the process with an open mind, guaranteeing confidentiality And by showing a real interest in the comments of the outgoing employee "," Notes Alipat.