CONFIDENTIALITY   EXIT INTERVIEWS  HR 

Singapore - Honest feedback during exit interviews benefits both company and employee. However, employees are often reluctant to be fully honest due to fear of possible repercussion.

According to Lynne Ng, regional director of Adecco Southeast Asia, she estimates that as low as 30% of companies in Singapore provide exit interviews for departing employees. She says during such interviews, employees should provide honest feedback, as it benefits both the employee and the company to have issues out in the open.

However, many employees are often reluctant to be fully honest due to fear of possible repercussions and that the employee's chances of getting hired at another company may be jeopardised when references are checked.

In order for the employee to provide honest feedback, Ng says feedback should not be put in a way that makes the employer feel like they are in the wrong. "They should also avoid being too personal about other employees if this has nothing to do with their departure from the company." Also, the tone and delivery of rationale and reason play a big part in providing feedback to the company.

Linda Scully, Asia Pacific HR director of Carlson Hotels believes it is better for employees to share with HR their grievances than to leave the company with it, as the exiting employee may return to the organisation in the future, or may even be a client or customer. Scully says the purpose of exit interviews is to improve on areas the company needs to work on, and is handled with strictest confidence. In a case where there has been unethical or unfair treatment towards the employee, honesty in the feedback can help "salvage" the employee, preventing the exit.

Ng agrees that some employees leave for the wrong reasons, sometimes from the lack of proper communication or issues with a senior manager. Getting things out in the open makes room for discussion and investigation, and the company can also take the appropriate actions to ensure the situation does not repeat itself.

Scully feels employees are more willing to be honest when there is someone neutral, like HR, in the room. "Being HR, I am able to be neutral. I can provide a listening ear without being biased." Also, she emphasises that confidentiality is always assured in an exit interview. 

Ng suggests some tips for ensuring an honest exit interview:

• Let the employee know how long the interview will last, and who will be in the exit interview.
• Assure the employee that he or she will be treated professionally.
  

• It is better to conduct the interview on a one-on-one basis.
• A private office environment is preferred, so that discussions will not be overheard.
• Employees should be given some time to prepare for the interview, and be aware of the questions that may be asked.
• Open-ended questions beginning with "what" and "how" are more effective when seeking honest and open answers.
  

________________________________________________________

 More quality Lighthouse titles

Get your marketing department up to speed with Asia's most read marketing site
marketing-interactive.com

Want to get on the right side of the procurement department?
Direct them to Procurement Asia