Exit interviews are done when an employee is leaving the organization. The intent of the interview is for the employer to gather data for improving working conditions and retaining employees. Theoretically, I understand why one would want to do exit interview. But I don’t understand why one would wait until the employee is leaving to ask their opinion. Seems to me that at that point, it is too late.
Asking employees exit interview type questions while employees are working at your practice can also be a good tool to gather employees’ feedback on their work experience in and effort to improve working conditions and retain employees.
Examples of exit interview type questions that can help one get a sense of how employee perceive working at your practice. For example:
What is most satisfying about your job?
What is the least satisfying thing about your job?
Do you receive enough training to do your job effectively?
Do you receive adequate support to do your job?
Are you satisfied with this company’s merit review process?
Does this company help you to fulfill your career goals?
Performing exit interview type question to employees on a regular bases gives employers an opportunity to learn the same things one would learn from a traditional exit interview process but only this time, the employees has not left yet. Consequently, as a manager or employer, one is able to address issues with the employees as well as learn ways one can improve the working environment.
The process is actually quite simple. Just jot down those 6 questions above and either print them up for the staff to respond or send them an email. I’ll bet you will gain really good insight.