Don’t be like Twitter: Exit interviews are vital to your talent strategy.

According to The Information, the Twitter workforce shrunk by at least 70% since Elon Musk took over in October 2022, with further job cuts made in February. This follows news about other global corporations making large cuts, including Google, Microsoft and Amazon.

Many affected workers turn to social media to complain about the poorly managed way in which they were laid off. Business Insider shared a Twitter post from former employee Martijn Kuijper, who founded the Revue newsletter publishing platform bought by Twitter in January 2021.

A job one day and no job the next. When there’s no conversation and no explanation, it’s understandable that employees feel resentful, disappointed or angry towards their former employer. Respect is lost, and reputation is tarnished, risking damage to an organisation’s employer brand.

Managing the exit process is just as important as managing the onboarding process. The exit interview is vital in helping to preserve your employer brand, helping you earn a reputation as an organisation that looks after its people.

What is an exit interview?

An exit interview is a conversation or survey organised by an employer before an employee leaves the organisation. It’s a chance for the employer to gain valuable feedback about employee experience, which can help to improve future business operations.

Why are exit interviews important?

Exit interviews offer a unique way to access constructive feedback, which can be used to improve your organisation. Without exit interviews, you’re missing an opportunity. These interviews can help you in many ways.

Develop a realistic understanding of the employee experience

If an employee is leaving your organisation, they may be more open to sharing controversial or sensitive information that might otherwise be difficult to discuss. Exiting employees know there are no repercussions, so they are more likely to be brutally honest. 

Some honest, hard truths may be difficult to hear, but they can provide valuable insight into what your people really think about working for you. Your exiting employee may also have lined up another job, so they could offer insight into how your competitors compare.

Identify trends

Collating feedback allows you to identify and learn about trends within your workforce. This offers a unique perspective on your organisation's operations, management and culture. Common answers may indicate that there are issues you can improve on to help retain current employees. Information may also highlight what you are doing well!

It shows you care

Giving your people the chance to talk about their experience shows that you care about what they think. Most people would agree that it’s nice to work with people who take the time to listen to your needs. This includes the last few days at work.

An exit strategy or lack of exit strategy may be noted by current employees, which could affect their opinion of you and how they view your organisation.

There may be future opportunities

The saying “don't burn your bridges” is true. You never know when paths may cross again. Your former employee could become a future client or competitor, or they might return to work for you again.

Incorporate an exit interview in your talent strategy

People leaving an organisation, either by choice or through being laid off, is traditionally viewed negatively, full of awkwardness and hushed conversations. In reality, it’s an opportunity for an organisation to form a holistic view of itself and make future improvements. 

By using the information provided by employees, you can help shape a more positive employee experience that will engage, retain and attract top talent.

For more information about how to incorporate an exit strategy at your organisation, contact the Heart Talent team.