Exit interviews (EI) are usually conducted when an employee terminates. However, many interviews are not designed to unearth potential issues and information about ethical issues, blind spots and even the warning signs or red flags of potential or existing fraud. Even more troubling, the write-up of exit interviews is when they are not reviewed by Compliance or Internal Audit on a regular and on-going basis. Important issues that could highlight possible fraud or inappropriate behavior can go unchecked.
“Regardless of method, the effectiveness of an EI program should be measured by the positive change it generates. We asked the executives whose companies had programs to name a specific action taken as the result of an EI (a policy change or an intervention in HR, operations, marketing, or some other function). Fewer than a third could cite an example. Thus two-thirds of existing programs appear to be mostly talk with little productive follow-up.”
When you learn why employees leave, you gain valuable insight into how your organization functions at every level and in various departments or business units. Ultimately, identifying trends and potential blind spots are the most valuable outcomes of conducting exit interviews. Your organization can quickly recognize themes or problems and implement changes. For instance, if several people report the same or similar issue as their reason for leaving, you can immediately begin working on that issue to elicit change.
Employees leave a company for various reasons; conducting an exit interview is the most effective way to determine why. The importance of discovering why people leave cannot be overemphasized, especially in the face of serious workplace problems that may otherwise lurk beneath the surface. You cannot take appropriate action to fix what you do not know exists. Further, exit interviews make good sense for lawsuit prevention. Conducting an exit interview with all outgoing employees could help your organization avoid potential liability.
By conducting a comprehensive exit interview, your organization will receive answers to the following questions and more:
Picture, if you will, an individual leaves your organization and one month later files a lawsuit. He or she is alleging that questionable or illegal activity took place while they were employed there. Your organization is taken aback as this is the first time you hear of such an allegation. And yet, you never asked them the direct question when they were leaving your organization whether he or she was aware of any questionable or illegal activity going on during their employment with you.
The better course to follow would be to ask the questions and encourage your employees to report questionable or illegal activity while still employed. If a departing employee was interviewed before he or she left your organization and denied knowledge of any questionable or illegal activity, then that individual’s credibility could be called into question if he or she later states that they observed such activity. On the other hand, your credibility as an organization may go up, particularly if you can show that you routinely ask these questions of everyone who departs the organization—thus demonstrating that your practice is to root out potential fraud, unethical conduct, or other illegal activity.
Here are some example exit interview questions that can help detect and address potential illegal or questionable activity before it becomes an issue at your organization:
These types of questions—answered by departing employees who are much more likely to give you candid answers—can give your organization invaluable information when it comes to rooting out improper conduct. More importantly, obtaining this information can give your organization – in conjunction with legal counsel – the opportunity to get out in front of potential compliance or ethics problems. Self-reporting is preferable to having it uncovered in an audit, investigation, lawsuit, or the court of public scrutiny and opinion.
Even beyond protecting the organization, asking these types of questions during an exit interview allows you the opportunity to get candid answers from departing personnel that can help improve morale, working conditions, employee satisfaction and overall management of your organization.
For more information on these topics, or to learn how Baker Tilly’s Value Architects™ can help, contact our team.