For some time, you’ve wanted to implement an exit interview process at your organization. You feel strongly that there’s a lot of valuable information that can be gleaned from departing employees and want to convince “the upper powers” of this as well. You’re ready to put together a proposal, and want to present the best possible arguments for establishing an exit interview program. Which of the following would be the strongest reason that you could include in your proposal to senior HR and line leadership?
Explanation
Answer - D - Employees are not likely to provide candid information about many dimensions of their employment experience - especially their relationship with their manager - while they are still employed with the organization. A well-structured exit interview process, therefore, can provide a one-time opportunity to glean information that might otherwise remain unspoken.
Key Takeaway: Option A is not the best since the exit interview process will fail if it is used as a deterrent for management misbehavior. Option B is not the best, since comments that an employee makes during exit interviews should become anonymous. Option C is not the best, since exit interviews should focus on facts, not feelings.
