Q&A: Why exit interviews are a waste of time
Exit interviews may have a place in People Ops, but there’s another type of interview that can be much more beneficial to your team. Ankur Patel, Director of Product Marketing at Zenefits, explains what a “stay” interview is, how to conduct one, and why it will benefit your organization. After you listen: Order your copy […]
Exit interviews may have a place in People Ops, but there’s another type of interview that can be much more beneficial to your team.
Ankur Patel, Director of Product Marketing at Zenefits, explains what a “stay” interview is, how to conduct one, and why it will benefit your organization.
After you listen:
- Order your copy of our book People Operations: Zenefits.com/pops-book
On this episode, you’ll hear:
- [00:30] The role of exit interviews
- [01:00] How to conduct a “stay” interview
- [01:45] The benefits of “stay” interviews
Why exit interviews are a waste of time.
Welcome to pops. The show that shows you how to shift from human resources, paperwork to people, operations for the new world of work. How. By answering one question at a time
today to help us answer your question. Here’s Encore Patel, the head of product marketing at benefits.
So the answer really is not necessarily calling something a waste of time is definitely a strong choice of words. And if you’re truly applying the suggestions that are. But surfacing from those exit interviews and placing them into practice, then there’s always need for them.
They’re always worth time. However, what we’re actually starting to see is the concept of a stay interview. So these go beyond the typical one on one, and really try to get the employees thinking more holistically to questions. Like what do you enjoy about coming into work every day? What problems or challenges are you facing that may not align to the culture you envisioned when you joined?
What opportunities does organization have to improve? So these questions go beyond just the, the weekly tactics and projects that they’re working on and really make an employee think, start to challenge your thought a little bit about the organization. And usually they, they derive some really fruitful insights and ultimately this lets you gauge sentiment.
It gives your employees another outlet to share their voice. So they start to feel heard, which is always satisfying. And it allows you to gather more insights and information that’s relevant and impactful to your organization. really with all the candid feedback you’ll gather, you’ll be able to instill programs at spark change to potentially even alleviate the need for an exit interview.
So understanding and identifying and fixing problems ahead of time. So later on, there are no downstream effect and you’re really building the culture you want all together. So as a takeaway today, identify some questions. You can ask your employees and allow your managers to scale these through their one-on-ones throughout the year.
You’ll be surprised at the transparent feedback you’ll get and how happy both the managers and the employees are for even engaging in those conversations on such to frequent basis. And ultimately this will help you build a better organization.
Do you have a question for our experts? Click the link in the show notes, or if you’ve got other ideas and feedback about our show, send them to podcast atens.com.
About The People Ops Podcast
Every week, we share the decisions, struggles, and successes for keeping up with an evolving workforce and a changing workplace. No matter if you’ve been in HR or are just getting started, this combination of transformational stories with actionable ideas, as well as context on hot issues, keeps you up-to-date while answering the questions you didn’t even know you had.
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