Employment relationships end. Whether your employee leaves with a feeling of relief, gratitude or resentment, you as a manager or supervisor can play a large part in this.
There are often a wide variety of reasons why an employee leaves; I've noted some of them in the employee lifecycle:
The be-all and end-all at the end of the employment relationship, the exit interview.
The exit interviews I've conducted so far—whether as an employee or a manager—have all been more or less valuable and more or less enriching. What made the particularly valuable exit interviews stand out?
The exit interview from the employee's perspective:
- The person I had my exit interview with was not my direct superior.
- The setting of the interview was pleasant and in a neutral place.
- There was a feeling of discretion and two open ears.
As a manager or supervisor, be aware that the final days on the job can be difficult for your employees—especially for those who demonstrate a strong commitment, high motivation, and great perseverance.
The exit interview from the manager's perspective:
- It took some effort at first, but it was well worth it.
- It pushes your leadership skills to the next level.
- The employee's input is often crystal clear and well-intentioned.
- You'll be challenged and encouraged to think outside the box.
Even if you disagree with your employee’s resignation, take the time to have a final conversation. And if certain events have occurred that still trigger an emotional reaction in you, or if you have difficulty handling feedback, have someone from the Human Resources Department conduct the exit interview. It is important to maintain a neutral setting so that a positive outcome is possible for both sides.
The input you receive from an employee who has been with your company for anywhere from a few months to several years is extremely VALUABLE.
Suggestions for improvement are discussed. Recommendations for process optimization are offered. These typically come to light in employee surveys or performance reviews, but usually “only” in bits and pieces. The most honest and candid comments are made during exit interviews, since the employee has nothing left to lose.
Please note the following during the exit interview:
Even if your employee is leaving the company, he is entitled to be heard and to have your attention. Remember, you likely hired this employee for a specific reason and probably made certain promises to him. Address these points, and be open and honest with your employee. You are just as much a part of his career journey at your company as he is.
Output: Conducting exit interviews—but how?
(Work) life is a matter of give and take.
It always takes two people for a “relationship” to work.
The decisions made along the way are not always clear to employees or managers, but there are reasons behind them all, and those reasons only come to light when people talk to one another.
Good luck stepping outside your comfort zone and optimizing your performance reviews.
Best regards,
Kathrin Fuchs
Leadership Coach
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