An exit interview is a meeting with an employee leaving your business generally through resignation, retirement or the end of a contract. The exit interview is conducted by someone in the management team or human resources.
Having an employee resign, regardless of whether they have been with the business 12 months or 12 years, can have an impact.
An employee departure within your business, regardless of whether they have been with the business 12 months or twelve years, can have an impact.
The final employee pay, your obligations, and how to make sure everyone gets what they’re owed.
The conclusion of employment can be initiated by either the employer or the employee. However there are a number of different reasons why the employment relationship may be concluded and slightly different processes to follow for each scenario.
The exit interview is the final part of the recruitment cycle, and one which is often overlooked or skipped in the hurry to hire somebody into the vacant role and onboard them. It’s easy to make this mistake – your former staff member is leaving, so they no longer have anything to add to the business, right?
You might have an employee who is underperforming in their role and this is having an impact on your business. It could be lack of skills and knowledge, a misunderstanding of expectations or a poor attitude. Are you wondering how you can dismiss this person respectfully, and more importantly, legally?
Employees may leave a business for many different reasons; from resignation or the end of a temporary contract, all the way through to under performance or redundancy. Despite the varied range of reasons for employees leaving, it’s important to consider the experience of your exiting employee.