Nguyen: Exit interviews only require asking about timelines, motivations, and retention factors
Davis Nguyen · Why Your Superstar Already Has One Foot Out the Door · Oct 18, 2022 · at 29:49
Davis Nguyen, founder of My Consulting Offer, explains how leaders can easily implement an exit interview process when an employee resigns.
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“You can ask three simple questions to start with. If you don't want to plan, it's like, when did you start about leaving? What's motivating you to leave? And what would you convince you to stay? Those three questions will help you get started with just a basic framework of a conversation with someone who's leaving.”
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“What I find is that if you find someone who is removed away from the process, who's a lot more objective, that you get answers that go a little bit more in depth, because again, imagine that you're leaving because your manager is just a bad manager. You're not…”
Nguyen: Unrecorded exit interviews yield more honest feedback from departing employees
“Most exit interviews I found have not been recorded just because it makes the other person feel a lot more comfortable not having recorded. But again, it's not our history. Our team has preferred not to, but we take notes of it. Well, we haven't like video rec…”
Nguyen: Use multi-month trial periods to test employees before formal promotions
“And so one of the things that we do at our company now that we learn from that is we do what are called trial periods. So before someone actually assumes the role, it takes it on full time. We let them assume the role. It's like, well, look, we're not going to…”
Nguyen: Exit interviews should only be conducted for voluntary employee departures
“So I would still use the exit interviews for the voluntary leaving versus the ones that are, you're forcing out. Cause that's a different reason for why they're leaving.”