Conduct exit interviews worksheet - Flexible Learning Toolboxes

• an unseemly rush at the end of the day• the employee spending too much time for the rest of the daydiscussing the interview with others in the workplace.In the case of a number of staff finishing due to redundancy, or people inmore than one location, your objective should be to interview everyone assoon as possible, on the same day, in the same timeframe. As this will take anumber of interviewers, they must be thoroughly briefed.Where should the interview be held?The ideal place is in a room designed for interviews or meetings. As with atermination, you will ideally avoid holding this private discussion at theworkstation, or in the department manager’s office.If no place in your organisation is designed as an interview room, then anexit interview can comfortably be held in a neutral office that you borrowfor the occasion.Don’t forget to book the room! There should be no phones in the room anda ‘do not interrupt’ sign on the door.How should participants be notified?This is a meeting, so it deserves a written agenda that is given to allparticipants in time for them to prepare for their contribution to theoutcomes. The agenda will normally specify who is coming to the meeting,where it will be held, the time, the reason for the meeting and the topics tobe discussed.You should also send details of the employee’s end date to other relevantparticipants. Include details such as:• the payroll section, so they can have the cheque prepared• the IT department, so they know when to delete access to company files• security, so they can know when to collect keys, etc.This is especially important in the case of redundancies when a number ofpeople are being terminated. Also it might be a good idea to have a checklistof such things as company property to tick off.6 Conduct exit interviews: Worksheet2002_329_026 July 2003