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Introduction
Merit
System Principles
Position
Descriptions
Advertising
Positions
Qualification
Requirements
Hiring
Students
Reducing
Recruitment Time
Using
Ads
Recruitment
Outreach
Mailing
Vacancies
Marketing
Employment Opportunities
Promoting
ARS
Campus
Visits/Career Fairs
Career
Service Offices
Working
CERTS
Interviewing
Candidates
Employee
Benefits
Recruitment
Incentives
Employee
Orientation
Employee
Performance
Exiting
Employees
What's
Hot
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| Talking to
your Exiting Employee |
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Just as it is important
for you, the supervisor, to solicit and receive feedback from your
employees while they are working with you, it is also important for
you to solicit and receive feedback from employees as they depart
from your organization. Employees who leave are sources of valuable
information. Exit interviews are a good way for the employee to voice
complaints, offer constructive criticism, or simply describe why he
or she is heading elsewhere. The real value of the exit interview,
however, is most clearly for you. Believe it or not, the information
you receive from the exiting employee can assist you in gaining and
retaining other employees in the future.
A properly done exit interview can provide you with the opportunity
to:
- Identify
where improvements can be made
- Obtain feedback
about your management skills
- Obtain information
about how effectively your organization operates
- Obtain feedback
about employees' opinions and attitudes about the Agency
- Learn of
potential changes in policies and practices that may make the
Agency more competitive (compensation and benefits packages, flexible
work arrangements, etc.)
- Discuss
and clarify the reasons for the employee leaving
Additional
resource
REE Policy and
Procedure, Employee
Exit Clearance Procedures, P&P 426.1
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