I received this interesting note from a reader about exit interviews:
I’m switching departments within the same very large organization and HR wants to conduct an exit interview.
On one hand, I understand the idea. If the organization is really large, changing departments can often feel like you’re leaving the company. But on the other hand, it seems to me that understanding why the employee was requesting the transfer would have been covered during the interview process.
So I’m curious, what do you guys think: Should companies do exit interviews for department transfers?
I’ll share the results in a couple weeks. Look forward to seeing what you think on this one!
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Ashley Myers says
Do the interview, but re-brand it as something other than an “exit interview”. I think there’s a significant segment of valuable information you wouldn’t capture in an interview, but would in some form of “transition interview”.
For example, let’s say I’m changing roles because my manager doesn’t care about employee development – I’m not going to throw my manager under the bus in an interview setting (it would certainly turn me off as a recruiter), but could be approached in a more constructive way through an interview with HR or a mentor that could create a coaching opportunity for the manager.
Definitely some potential here – but has to be done right.
Sharlyn Lauby says
Ashley – thanks for the comment. I agree the term “exit interview” could pose a barrier to good information.