Exit Interviews

Transcript

Hi, I'm Regina Campbell. I'm coming to you from The Campbell Law Group. I'm the managing attorney here, and we're coming to you from Coral Gables, Florida. We hope everyone's having a beautiful day. Today we want to talk to you a little bit about exit interviews and why they're so important to employers and businesses in general.

So exit interviews are usually conducted when an employee leaves your employment, or leaves your company, whether it's for cause or without cause. For cause might be that you terminated them because of a breach of some rules or regulations, or some misbehavior. A couple of examples of without cause might be that they've resigned, they've moved on to another job, they're retiring, or you might have had to let them go for financial reasons. But in either one of these cases, exit interviews will help you identify several important factors that are going on, a sort of underlying benchmark of what's going on from an employee's point of view. They'll help you assess the overall business environment and culture you've created.

From a practical, business point of view, these exit interviews tell you if your employees are happy. They tell you what processes or difficulties they were having within the company, if there were leadership issues. Why did they leave? Did they leave because they're relocating, or did they leave because they're very unhappy with their job, or with the environment that's been created at your place of employment, at your company? Those are the practical, business points of view that you should be paying attention to, and why exit interviews are important.

From a legal point of view, an exit interview can identify potential legal risks or problems, such as the person felt harassed or discriminated against, or the person left because of a failure to be paid overtime wages. Maybe there is something there. You can identify a potential legal risk, talk to the person, and maybe it can be rectified, if something did occur, before it turns into litigation and before it turns into a nightmare. It's also a good policy to do this. I think the employee would appreciate it as well. It comes off a little bit better, and you're doing the best you can to mitigate issues and identify potential legal risks.

So it's something that we find is very important for all employers to do. It gets you the feedback, basically, from an employee's point of view, of what's going on in your company. It gives you sort of a heartbeat of what's going on. So we think it's very important, we wanted to bring that to you today, and we hope this has been helpful. Take care, and we'll see you soon. Bye.