“How to conduct an exit interview?” I recently was asked this by an executive who is a 1:1 leadership coaching client of mine. He’d become the CEO of his company only a month ago, and it was the first time someone had resigned since he’d assumed his new role.
“Congrats” was the first thing I told him. And no, I wasn’t being facetious. While someone resigning might not seem like a moment worthy of “congrats,” it’s an important milestone to take note of. When someone leaves, you send a message about how you want to treat everyone at your company — not just the people who join.
Additionally, an exit interview is a singular chance to understand your team and your company on a closer level: Who knows better what can be improved in your organization other than a person who is choosing to leave it?
The question is: How to conduct an exit interview that actually elicits a candid perspective from the person who’s leaving? One that actually is steeped in deep reflection, and doesn’t come from a reactionary fear of “saying the wrong thing” or burning bridges.
Based on conversations with hundreds of managers and executives who I’ve coached both formally and informally, and the research we’ve done specifically on exit interview best practices, here’s how to conduct an exit interview.
Read the full article @ Medium
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