Well, you know it’s inevitable. Eventually some in your dealership will leave, either voluntarily or involuntarily, but will exit nonetheless. Instead of just allowing people to ride off into the sunset, why not invest 5 to 10 minutes with them on the off-chance that you could learn a little something? You may be surprised at how many people with experience in your workplace possess valuable information that you could put to good use.
WHETHER YOU’RE MAD, SAD OR GLAD ABOUT THE EXIT, YOU SHOULD NEVER MISS AN OPPORTUNITY TO GAIN ADDITIONAL INSIGHT INTO YOUR OPERATION.
We strongly recommend that no one take this strategy lightly. You shouldn’t just wing it or put it out there for any manager to handle on the fly. All of your exit interviews should follow a specific outline designed to keep every session brief and productive. Wing it and they get less productive, less informative, and could even backfire or get personal.
This is important because another reason to incorporate exit interviews is to increase the chance of ending on a good note with the person leaving. Remember, they’re consumers too!
The exit interview outline found below is designed to extract useful suggestions and insight from the other party.
Let’s review our main objectives in performing exit interviews.
Objective #1 – Perform an exit interview with everyone, if possible.
It’s OK if you have to do it by phone or email. However, some strive to do as many in person as possible. One advantage of completing the exit form by phone or email allows them time to sincerely consider suggestions and feedback.
Objective #2 – Organize and use the form.
1. Take time to review the exit interview form. The first thing on it is the employee’s reason for leaving. You really don’t want to spend a lot of time here but it’s good for the company records, nonetheless.
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Author: Digital Dealer
Digital Dealer exists to help dealers and their managers sell more vehicles more profitably by creating the best live events and media in the industry.