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I know that M-T recommends saying nothing other than "Good bye" when one moves on, but what about when one of your people leaves? Should I conduct an exit interview? I haven't heard this on a podcast - still working through the podcasts, though.
I have only lost two employees since starting my new position 16 months ago. One of them I let go due to non-performance bordering on insubordination; the other left due to a conflict with another employee, but before I had a chance to settle into my position.
Anyway, I have a very high retention rate, but if one of my people were to leave, should I conduct an exit interview? What could I gain by this? If I do the interview, what questions should I ask?
I know that one-on-ones should make me aware before the exit happens, but that may not always be the case. I'm open to support for either side, as well as expansion of my question.
Don't bother...
I say don't bother. Any comments they make, they will not be around for the consequences. Sure, there maybe good info to glean but if you are connected to your team you will either know or find out issues. What people say when leaving is not always objective and if they followed MT they would say anything anyways.
What do others think?
The Other Side of the coin
Exit interviews, like life, are ruled by the Bell curve. There were be a few that are enormously useful, the majority will be somewhat useful or provide marginal benefits, and a few that will be a total waste of time.
There is also a skill to asking questions in an exit interview. I would Google the topic to pick up some pointers if your HR department doesn't have any. Don't just walk in unprepared.
I believe exit interviews should be done in an attempt to improve employee engagement with the remaining employees. For example, is there a trend where people are leaving because of an new policy? Is a manager running off her best people?
Be prepared to disregard much of what you learned. The employee could be leaving because of his or her immaturity and inability to be a good team player. In which case no further action needs to be taken. But if you start seeing a trend, then you should communicate that data to higher ups.
Lastly, if you're going to offer exit interviews. Offer them to each employee. Key word "offer." They are not required, but if you offer interviews to some, not all, they may come back to bite you in court or in front of the workplace commission.