by Leigh Goessl

Created on: September 01, 2011

An exit interview is a useful tool for employers when employees are leaving the organization. This get-together is a final meeting to finalize details and obtain feedback from employees who are leaving their job. Generally exit interviews are scheduled on the employee's last day or two of work.

This meeting gives both the employer and the employee to tie up any loose ends such as returning IDs, badges, keys or any other company property. Also the employer has the opportunity to ask their soon-to-be former employee some questions and the exiting employee can review their file to ensure things are in order. Additionally, both parties can finish filling out any paperwork that needs additional information or signatures.

The information provided by employees who are leaving can be invaluable information that can help shape the future of the company or agency. The meeting is a good opportunity for the employer to learn since current employees are less likely to be open and frank than an individual who is leaving the organization. Ideally this information would be obtained prior to an employee's exit, however if not, the exit interview can help increase employee retention rates.

• Hold the meeting in person

In today's technology centric era it might be tempting to conduct an exit interview by email or telephone, however it is best to hold this meeting in person for many reasons. It is more personable and more benefit is likely to come from a face-to-face meeting than another form of communication.

A manager can conduct the exit interview, however generally this is best done by a representative from the human resources department. In this respect there is less pressure and with someone not directly worked with, better information may be gleaned. However, if there is no HR representative, then management should conduct the interview.

• Ask targeted questions

Asking the departing employee targeted questions can result in good information that can be used to identify strengths and weaknesses in the organization.

For instance, the organization may be having an excessive level of turnover. If the leaving employee is honest in responses to questions this may assist in better identifying the problematic areas and then efforts can be invested into ways to increase staff retention and reduce employee turnover

Susan M. Heathfield, Human Resources expert, recommends before starting your questions to "Assure the employee that no negative consequences will result from

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