The Manager’s Guide to Effective Exit Interviews

Claim your free copy of this training guide now and learn a proven exit interview technique that reveals the REAL reasons employees leave your organization – and how to use their feedback to improve retention rates, productivity and morale. This fast-read training guide will show you:

  • The one type of employee will give you the most useful info during an exit interview
  • The #1 obstacle to getting meaningful input
  • A simple questioning technique that will transform the way you conduct exit interviews and get far superior results

Why are we giving you all of this for free? Because it’s the best way we know to introduce you to a new approach to human resources and employment law compliance training.

Request your video now and we’ll email you a user name and password that will give you instant access to the Human Resources and Employment Law Compliance Rapid Learning Centers. There you’ll find your free training video and a collection of other training resources for supervisors, managers and HR professionals. You’ll have unlimited trial access to this powerful library of e-learning modules, reports and fast-read articles.

More information for those who love the details …

Are exit interviews really worth the time?

Reflect back on some exit interviews you’ve conducted. When the person walked out of the room, were you ever thinking, “I still don’t have a clue why the person REALLY left” or “That was a complete waste of time”?

When you conduct an exit interview, you want to ferret out useful information that could change the way you think about:

  • Your company’s culture
  • The quality of a particular manager
  • The way you pay people
  • Development and advancement opportunities for employees
  • Or maybe something else?

But far too many exit interviews don’t uncover any of this. Why? Because you’re either asking the wrong questions, or your departing employees just don’t want to give you an honest answer.

Access the free video “The Manager’s Guide to Effective Exit Interviews” and find out how to dig out the information you’re looking for.

Who’s most likely to tell you what you need to hear?

The next employee who enters your office for an exit interview will fit one of four profiles:
1) They like your company and you want them to stay
2) They like your company but you’re glad they’re leaving
3) They don’t like your company but you want them to stay
4) They don’t like your company and you’re glad they’re leaving

Which of them has the most potential to give you useful information? And which is the least likely to be truthful? Find the answers in The Manager’s Guide to Effective Exit Interviews.

A technique to make exit interviews effective

Luckily, there’s a technique that will almost always get you much better results in exit interviews. When it works:
1. You get the REAL story about what motivated the employee to leave
2. The employee never feels uncomfortable because he or she never says anything negative.

We call it the “Pick a Number Technique”: Instead of asking questions that demand verbal answers, ask questions that demand only a number. For example:

  • On a scale of 1-10, how supportive was your boss? Or
  • On a scale of 1-10, how would you rate our company at developing its people?

The answers to these questions are useful by themselves, but they only tell part of the story. Ideally, you also want to uncover the WHY behind the ratings. The Manager’s Guide to Effective Exit Interviews gives you an approach that enables employees to give you honest answers, without feeling uncomfortable.

Get the details on how to use the “Pick a Number Technique” and how to ask the right follow-up questions in The Manager’s Guide to Effective Exit Interviews. Access your free copy of this essential training video now as part of a free trial to the Human Resources & Employment Law Compliance Rapid Learning Centers.


Steve Meyer
Stephen Meyer
CEO, Rapid Learning Institute


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