A recent article in entitled “Making Exit Interviews Count” Harvard Business Review April 2016, caught my attention. It was discussing the importance of doing exit interviews. I realize that this particular topic may cause to say “Wilson what on earth are you talking about?” I don’t blame you, in fact if you found yourself saying,”strange topic to bring up since you haven’t written anything for three months.” Again I am forced to agree with up to a point. Let me explain.

First, I admit it has been three months maybe longer since my last post. For that, I once again apologize. At times, it is difficult coming up with topics that I feel are worth writing about. But, hey, as I have said before it’s my Blog so I can write about whatever I desire. With that in mind, I’ve decided to cover a number of issues that I believe relate to issues around management, diversity, team building, accountability, trust, communications, along with developing a strategy to be a star in your organization.

Second, which brings me to the topic of Exit Interviews. Well, this is one of those topics I’ve chosen to cover briefly for no other reason than this is my blog. Look, if you really want to know about Exit Interviews grab a copy of the April 2016 issue of Harvard Business Review and read the entire article. But, there is a simple concept that I wish to borrow from the article. It has to do with these three questions by the article writers that I think should be asked prior to an Exit Interview. In fact, I believe a good manager should be asking these of his employees on a regular basis they are:

  1. Are we helping you be effective in your current job?
  2. Are we helping you build a successful career?
  3. Are we helping you have a fulfilling life?

Three excellent questions that you as a manager you should be asking your employees constantly. Why? Well, take a moment and think about it and I will discuss it in our next post.

© Timothy A. Wilson 2016