Organizations that conduct exit interviews usually do so just before or right after a person leaves an organization.
I understand the timing. People scatter to the winds and if there is anything urgent that needs to be corrected, you want to catch it as soon as possible.
The drawback is the person is busy, perspective is skewed, and there may be a tendency to say whatever the interviewer wants to hear.
That's why I suggest conducting a second exit interview three or four months after the person has left. If it simply repeats what the first interview noted, fine. There is a chance, however, that you'll get insights produced by some time away from the organization.
Note the words at Cultural Offering.
And note these.
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[Photo by Jessy Paston at Unsplash]
"Do not set foot in my office. That's Dad's rule. But the phone'd rung twenty-five times. Normal people give up after ten or eleven, unless it's a matter of life or death. Don't they? Dad's got an answering machine like James Garner's in The Rockford Files with big reels of tape. But he's stopped leaving it switched on recently. Thirty rings, the phone got to. Julia couldn't hear it up in her converted attic 'cause 'Don't You Want Me?' by Human League was thumping out dead loud. Forty rings. Mum couldn't hear 'cause the washing machine was on berserk cycle and she was hoovering the living room. Fifty rings. That's just not normal. S'pose Dad'd been mangled by a juggernaut on the M5 and the police only had this office number 'cause all his other ID'd got incinerated? We could lose our final chance to see our charred father in the terminal ward."
- From Black Swan Green by David Mitchell
Wally Bock has some weekend leadership reading for us.
[Photo by Toa Heftiba at Unsplash]
Tanmay Vora looks back at 2019 and while doing so says some very kind things.
I am continually impressed by the way he condenses complicated concepts into illuminating Sketchnotes.
It pays to visit his blog often.
