Exit Interviews: Assessing attitude vs. Capturing knowledgeIn an earlier post, I discussed the value of conducting exit interviews with departing employees who have specialized technical knowledge and/or knowledge of the internal and external networks of relationships involved in generating ideas and getting projects completed.
The February issue of CFO magazine takes up the subject of exit interviews, but in the old-fashioned vein that my earlier post argued against. In a sidebar, author Laura DeMars suggests five attitudinal questions borrowed from the National Federation of Independent Business:
- How do you feel you were treated by your supervisor? by your co-workers?
- How well do you believe your work was recognized and appreciated?
- Do you feel you were given adequate training and assistance in learning the job you were expected to do?
- What's your opinion of the opportunities for transfer or promotion within this company?
- What could be done to make this company a better place to work?
Labels: Knowledge management