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6 mistakes of an Exit process.

March 6, 2014

exit interviews image

While organizations everywhere are doing everything possible to establish and maintain a great brand presence do they at times become indifferent to their real brand ambassadors? By the way, who are these brand ambassadors?

Apparently, we all know the answer to it…  Employees, including those who have left or are leaving.  They are the ones who create the true reputation (or mis-reputation) when they move out  into the world of competitors and potential recruits. So shouldn’t organizations and HR be more careful about what impression does a departing employee carries along… Good or Bad, that makes all the difference.

It takes lot more than just “Exit Interview” to make that positive last impression on a departing employee. A few things HR should include or avoid in their Exit processes:

  • No Stay Interview process – Most attrition can be checked and controlled by being responsive to employee needs when they are still on job. Stay interviews give an opportunity to retain an otherwise productive employee who might have been recently feeling low at work and planning his next move. If you have no Stay interview process, you might be missing to prevent good employees from going.
  • An immediate resignation acceptance – Here comes a resignation mail in your inbox and you as HR or the Manager responsible takes no time to send an acceptance to it. Either this employee’s resignation was already expected or probably he wasn’t really needed here but in any case a quick acceptance of resignation is a clear indicator of an inconsiderate employer.
  • No timely response on resignation – A “No response” does as damage as a “quick response”.  If the employee is endlessly awaiting or following up to get a response to his resignation, he is already losing his interest in the employer/HR/manager in the process.
  • Showing indifferent behavior – Being indifferent to “still-an-employee” who has resigned shows that you consider him an “ex-employee” already. Whether it comes from Manager, team or the HR, such a behavior leaves a negative impact on employee’s mind.
  • Exit interview is just a last day formality – You made no effort in retaining the employee during all these days and now on his last day at job you are here for Exit interview….sounds like just an attempt to complete the HR formalities. Can this make any impact on the leaving employee? ….well, if yes, not positive always.
  • Responding a background check – This is often a forgotten aspect of employee exit. Even when the employee has already gone, he is still relying on you for his past employment verification. If you are letting the Employment verification e-mails piling up in your mail-box, you are earning a reputation of being careless to ex-employees.

So, how do you want your employees to leave, Good or Bad note? ___________ Fill in the blank

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7 Comments
  1. Reblogged this on The Corporate Sensemaker.

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