Turnover is never cheap–from a few thousand dollars to replace a frontline worker right up to a six-figure tab to replace a departing executive. Plus, undesirable turnover can damage productivity, morale, and institutional memory. That’s why exit interviews are so vital: They can give you an inside view of what’s happening in your workplace and enable you to identify and remedy on-the-job problems.
Even knowing all this, many HR folks resist exit interviews. Why? They can be tense for both HR and the departing employee, and they take some time to do properly. The temptation is to push them aside in favor of dealing with your current employees.
But if you adopt a head-in-the-sand attitude here, you may find more of your stars walking out the door–in the middle of a recession, no less-without a good sense of why they’re leaving. You may also miss your only chance to prevent a lawsuit filed by a disgruntled soon-to-be-former employee.
Order this informative, interactive webinar recording all about exit interviews.
You and your colleagues will learn:
- Why effective exit interviews are absolutely critical, particularly in today’s tough economy
- The basics of exit interview logistics-who should conduct the interviews, where, and when
- How you should adapt your exit interview strategies based on why the worker is leaving (resignations, terminations, or layoffs)
- The pros and cons of various exit interview formats-paper questionnaires, electronic surveys, or in-person interviews
- How you can design exit interview procedures to elicit honest, candid feedback to improve your HR policies
- What questions you should always ask during exit interviews-and what you should never, ever ask in these interviews
- The “red flags” you should look for in exit interviews that predict possible discrimination, harassment, or wage/hour claims by departing workers–and how to defuse the likelihood of a future lawsuit
- How to deal with thorny issues that arise during exit interviews-from resigning workers who may wish they’d never quit to employees who absolutely refuse to talk to you
This webinar was recorded on Tuesday, September 15, 2009
About Your Speaker:
Theresa Murphy is the principal consultant for HR Partners, an independent human resources advisory firm based in North Carolina. She launched her own consultancy after more than a decade of experience in delivering human resources results for both small and large companies. The firm’s services range from planning and launching human resource departments, preparing employee handbooks, and developing policies to payroll procedures, compliance audits, recruitment, and benefits programs. She earned her undergraduate degree at Johnson & Wales University.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
