How to learn from an employee leaving

People leave your team. 

It happens. 

The transition period can be awkward, but it can also be enlightening.  I have had a couple people leave since I have been in a management role.  I realized this week, that I had been missing out an opportunity to learn, grow and find gaps.  That the person walking out the door, could provide candid insight that would allow me to make a change that could help me keep more talent.

My company host exit interviews but managers aren't involved.  Yes, I can understand why, but I have never received feedback good or bad once someone leaves.  This week I realized that there is no reason I can't ask the team member questions during the exit interview that I was required to conduct.  I created a quick document with the questions below.  I told the person a couple times that if they don't want to answer, they don't have to.  I think it's very important to preface this.

A couple key things to remember:

• The person is leaving for a reason. 
• The person's opinion is their opinion and what they view as reality. 
• Actively listen and take notes.  Do not correct if you think they are wrong.  Just listen and keep your thoughts to yourself.  You will learn more my listening 
• Sometimes they are leaving for reasons outside of your control, if that is the case-recognize and move on.
• If the issue is out of your immediate control but others in the company should be aware of, feed that insight to the correct department / person..
• Review their feedback objectively - Is their feedback the same view of others on the team? Is there something you can change in your management style?  Is there a training gap?  Culture change needed?

I did a couple quick searches on best questions. I narrowed it down to the following:

1.  What prompted you to start looking? 

2.  What is your reason for leaving?

3.  What did you like most about working here?

4.  If you could make any changes, what would you improve about your role? The company?

5. Did you feel you had the tools, resources and working conditions to be successful? If not, which areas can be improved and how?

6.  Anything else to add?

Indeed had a great article on this same topic.  I read this before I went into my meeting, and I used a few of the questions posted.

I hope this helps you gain insight the next time someone leaves your company. 

PS- If you know someone that would find this helpful, share it!  The stronger we are as leaders the stronger the team we support.