{"id":20874,"date":"2016-01-20T09:00:56","date_gmt":"2016-01-20T14:00:56","guid":{"rendered":"https:\/\/www.cccc.org\/news_blogs\/?p=20874"},"modified":"2016-10-20T13:23:25","modified_gmt":"2016-10-20T17:23:25","slug":"before-you-leave-conducting-exit-interviews","status":"publish","type":"post","link":"https:\/\/www.cccc.org\/news_blogs\/hr\/2016\/01\/20\/before-you-leave-conducting-exit-interviews\/","title":{"rendered":"Before you leave&#8230;conducting exit interviews"},"content":{"rendered":"<div id=\"attachment_20911\" style=\"width: 310px\" class=\"wp-caption aligncenter\"><img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-20911\" class=\"size-medium wp-image-20911\" src=\"https:\/\/i0.wp.com\/www.cccc.org\/news_blogs\/wp-content\/uploads\/2015\/12\/man-walking-down-road-lightstock.jpg?resize=300%2C200&#038;ssl=1\" alt=\"Man walking down road\" width=\"300\" height=\"200\" srcset=\"https:\/\/i0.wp.com\/www.cccc.org\/news_blogs\/wp-content\/uploads\/2015\/12\/man-walking-down-road-lightstock.jpg?resize=300%2C200&amp;ssl=1 300w, https:\/\/i0.wp.com\/www.cccc.org\/news_blogs\/wp-content\/uploads\/2015\/12\/man-walking-down-road-lightstock.jpg?resize=768%2C512&amp;ssl=1 768w, https:\/\/i0.wp.com\/www.cccc.org\/news_blogs\/wp-content\/uploads\/2015\/12\/man-walking-down-road-lightstock.jpg?resize=1024%2C683&amp;ssl=1 1024w, https:\/\/i0.wp.com\/www.cccc.org\/news_blogs\/wp-content\/uploads\/2015\/12\/man-walking-down-road-lightstock.jpg?w=1250&amp;ssl=1 1250w, https:\/\/i0.wp.com\/www.cccc.org\/news_blogs\/wp-content\/uploads\/2015\/12\/man-walking-down-road-lightstock.jpg?w=1875&amp;ssl=1 1875w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><p id=\"caption-attachment-20911\" class=\"wp-caption-text\">Man walking down road<\/p><\/div>\n<h2>How common are exit interviews in\u00a0Christian ministry?<\/h2>\n<p>I recently attended a conference where a number of <strong>Christian<\/strong>\u00a0charity leaders were asked if they conducted <strong>exit interviews<\/strong>. \u00a0What stood out to me was that\u00a0less than\u00a0a quarter indicated they would conduct an exit interview if one of their team members\u00a0were to leave their <strong>ministry<\/strong>. From my conversations with other CCCC members I know that while some\u00a0of them do\u00a0conduct exit interviews, many\u00a0Christian <strong>charities<\/strong> tend to underutilize this important tool.<\/p>\n<h2>Just what are exit interviews exactly?<\/h2>\n<p>Exit interviews are an opportunity to connect\u00a0with the outgoing employee and\u00a0better understand their <strong>reasons for leaving<\/strong>, and what, if anything, the employer can do to make the work environment a better place. \u00a0The value in exit interviews isn&#8217;t in individual responses, but rather the overall <strong>trends and themes<\/strong> in what departing employees are saying as they leave. \u00a0For example:<\/p>\n<ul>\n<li>Is there another employer that the charity is consistently losing good people to? \u00a0What are they doing (or not doing) that is attracting good people?<\/li>\n<li>Is there a <strong>demographic<\/strong> (e.g. employees with less than 2 years service) that is experiencing particularly high turnover?<\/li>\n<li>Are employees not feeling supported in their desire to learn and grow professionally and spiritually?<\/li>\n<\/ul>\n<p>Charities that can identify\u00a0the top 2 or 3 reasons why people choose to leave their ministry will be in a much better position to\u00a0action this information in meaningful ways.<\/p>\n<h2>Practical application of exit interviews<\/h2>\n<p>Exit interviews usually\u00a0include a number of\u00a0demographic\u00a0(e.g. department, tenure, role) and <strong>open ended<\/strong> questions (e.g. primary reason for leaving) that departing employees are asked prior to, or soon after leaving an\u00a0organization. \u00a0Charities that conduct <strong>employee engagement surveys<\/strong> may want\u00a0to include some of those questions, if there is a particular area the charity is focused on improving. \u00a0For example, if a charity is working on improving organizational communication, the exit interview can become another<strong> metric<\/strong> for evaluating the effectiveness of initiatives in that area.<\/p>\n<p>It is usually a good idea to begin the exit interview by letting the employee know that their responses will be kept <strong>confidential<\/strong>, unless the interviewer has a <strong>reporting obligation<\/strong>, such as in the case of <strong>workplace violence\/harassment<\/strong> or a breach of <strong>ethics<\/strong>. \u00a0It may also be appropriate to share something back with the employee&#8217;s manager if it is constructive or affirming, but only if the employee is comfortable with it and has provided their consent.<\/p>\n<p>As much as possible the questions and format of these interviews should be <strong>structured<\/strong> in a way that asks departing employees the same questions, in the same order and in the same way. \u00a0A structured approach to exit interviews means increased <strong>confidence<\/strong> in the <strong>validity<\/strong> of any <strong>inferences<\/strong> that are drawn from exit interview data.<\/p>\n<p>Given the <strong>sensitive<\/strong> nature of this information, exit interviews should be stored in a <strong>secure<\/strong>\u00a0(e.g. password protected)\u00a0manner\u00a0that is consistent with the\u00a0charity&#8217;s IT and record retention policies.<\/p>\n<h2>Common reasons for not conducting exit interviews<\/h2>\n<p>Here are\u00a0some of the more common reasons that leaders give\u00a0for not conducting\u00a0exit interviews:<\/p>\n<ol>\n<li>Departing employees\u00a0don&#8217;t tend to\u00a0share their real reasons for leaving the organization<\/li>\n<li>If God is leading the employee to something different, what more is there to know?<\/li>\n<li>Departing employees who choose to share may be overly critical\u00a0in their responses<\/li>\n<li>Knowledge gap &#8211; I don&#8217;t\u00a0know how to conduct an exit interview or what to do with the information that is collected<\/li>\n<\/ol>\n<p>Lets take a look at each of the above points and see if it makes sense for Christian charities to conduct exit interviews.<\/p>\n<ol>\n<li><strong>Departing employees don&#8217;t tend to share their real reasons for leaving the organization. <\/strong>Employees usually\u00a0won&#8217;t be as\u00a0open in sharing if they don&#8217;t understand how the information will be used, or if they feel being <strong>candid<\/strong>\u00a0will limit their chances for a reference or re-employment down the road. The interviewer should be able to overcome these challenges by assuring the employee that every organization has areas where it can improve, and that it is in this spirit these questions are being asked. \u00a0Confidentiality should be addressed at the beginning of the conversation, and if the charity does not have a HR professional on staff, it may make sense to have a leader other than the one the employee reports to, conduct the exit interview.<\/li>\n<li><strong>If God is leading the employee to something different, what more is there\u00a0to know? \u00a0<\/strong>In Christian ministry,\u00a0when an employee gives\u00a0their notice of resignation, the\u00a0reason sometimes includes\u00a0that God is leading them in a different direction. \u00a0This may cause some ministry leaders to think that an exit interview isn&#8217;t necessary, however the departing employee will still likely have some constructive feedback or insights to provide. Interviewers may want to\u00a0probe a little further here to ensure the reason given isn&#8217;t <strong>masking<\/strong> an underlying problem (e.g. not feeling challenged in role, organizational stability\u00a0etc.).<\/li>\n<li><strong>Departing employees who choose to share may be overly critical in their responses. <\/strong>My experience has been that very few employees actually fall into this category and wouldn&#8217;t be enough to <strong>skew<\/strong> the charity&#8217;s overall exit interview results. \u00a0Departing employees usually want to <strong>leave well<\/strong> and will offer their perspective if <strong>trust<\/strong> exists\u00a0and they feel it may result in positive change. \u00a0While exit interview<strong>\u00a0<\/strong>data<strong>\u00a0<\/strong>shouldn&#8217;t be <strong>weighted<\/strong>\u00a0as heavily as employee engagement results, exit interviews should not be overlooked as an important source of information.<\/li>\n<li><strong>Knowledge gap &#8211; I don&#8217;t know how to conduct an exit interview or what to do with the information that is collected. \u00a0<\/strong>Conducting exit interviews is definitely something that charity leaders can and should learn to do well. \u00a0Leaders\u00a0that incorporate the best practices from this blog post will be well on their way to effectively conducting exit interviews. \u00a0Charities should look for ways to identify\u00a0the overall trends and themes\u00a0in the exit survey data to complement their employee engagement surveys and any other <strong>metrics<\/strong> they may have around employee engagement. \u00a0This higher level data can be put into a <strong>dashboard<\/strong> or <strong>report<\/strong> and\u00a0provided to the charity&#8217;s senior leadership or board of directors.<\/li>\n<\/ol>\n<h2>Closing thoughts<\/h2>\n<p>In a world of social media, we rate everything from the food\u00a0at our\u00a0favourite restaurants, to the coffee maker we bought our spouse for Christmas (glad I read the review!) and even our experience at the\u00a0family doctor. \u00a0Employers are not immune from this, and departing employees, particularly ones that feel disenchanted about their employment experience, tend to be the most vocal when taking\u00a0to social media sites like\u00a0<a href=\"https:\/\/www.glassdoor.ca\/index.htm\">Glassdoor<\/a>\u00a0and\u00a0<a href=\"http:\/\/www.ratemyemployer.ca\/Home\">Rate My Employer<\/a>. \u00a0For this reason, my next blog posts will focus on the topic of employee engagement and what charities can do to engage the hearts and minds of their employees.<\/p>\n<p>While conducting exit interviews won&#8217;t change what departing employees say about your charity on social media, they can definitely provide some valuable and actionable insight into why people are choosing to leave your ministry and how to make your work environment a better place for everyone.<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>How common are exit interviews in\u00a0Christian ministry? I recently attended a conference where a number of Christian\u00a0charity leaders were asked if they conducted exit interviews. \u00a0What stood out to me was that\u00a0less than\u00a0a quarter indicated they would conduct an exit interview if one of their team members\u00a0were to leave their&#8230; <a href=\"https:\/\/www.cccc.org\/news_blogs\/hr\/2016\/01\/20\/before-you-leave-conducting-exit-interviews\/\" class=\"linkbutton\">More<\/a><\/p>\n","protected":false},"author":16,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"ts_fic_featured_image_caption":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[326,334],"tags":[292,291],"series":[],"class_list":["post-20874","post","type-post","status-publish","format-standard","hentry","category-employee-relations","category-staff-offboarding","tag-exit-interviews","tag-resignations"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Before you leave...conducting exit interviews - CCCC Blogs<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/cccc.org\/news_blogs\/hr\/2016\/01\/20\/before-you-leave-conducting-exit-interviews\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Before you leave...conducting exit interviews - CCCC Blogs\" \/>\n<meta property=\"og:description\" content=\"How common are exit interviews in\u00a0Christian ministry? 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I recently attended a conference where a number of Christian\u00a0charity leaders were asked if they conducted exit interviews. \u00a0What stood out to me was that\u00a0less than\u00a0a quarter indicated they would conduct an exit interview if one of their team members\u00a0were to leave their... 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