The Association Blog

Having a positive off-boarding can be just as important as having a positive on-boarding. Obviously, we don’t always get the opportunity to ask employees who have made the decision to leave why they are leaving. If you are terminating someone, for example, or if an employee is leaving in an unexpected “blaze of glory,” you’re probably not going to get that opportunity. But if someone gives their notice, and you are able to intentionally schedule time to sit down and talk to them, it can reveal some common trends that maybe you weren’t aware of—things that your employees may be screaming to the rooftops but haven’t made their way to your ears. Sharing this information with the right people can help to make an impact for the employees who are still there.

Additionally, I have found that exit interviews can help to create a positive offboarding experience. This matters, deeply. I have seen this at play with the people we are able to conduct exit interviews with. Many genuinely say, “I’m so sad to leave. This really breaks my heart. I love this organization, but I couldn’t turn down an opportunity or, you know, X, Y, and Z.”

 
Ultimately, the exit interview gives you an opportunity to say thank you for the work that they’ve done, and to cultivate a positive relationship right before they go—because that person could continue to support you in so many ways. They can continue to foster, they can continue to adopt, they can continue to speak well of you—and you want that reputation. That matters tremendously in your community.

– Leann Quire, Chief Engagement & People Officer, Animal Rescue League of Berks County