It’s never fun to lose an employee, whether it’s by your choice or theirs. But regardless of who instigated their departure, one thing remains the same: you should always attempt to conduct an exit interview with the employee.
That said, there’s no need to hold an exit interview in person, and in fact it’s better not to. Read on to learn more about exit interviews and how to conduct one.
An exit interview, when done properly, not only gives you insight into how your exiting employee perceived your healthcare practice to run (the good AND the bad), it may alert you to previously unknown red flags such as bullying, discrimination, or other problems. After all, you can’t investigate or resolve an issue you never knew about!
It also acts as documentation you can use in your defense, because it’s the employee’s own version of what happened at the time of departure, as they felt about it at the time. This is helpful if a disgruntled ex-worker comes back later with a new, fabricated story about how everything went down–especially if they then try to sue you based on that story.
But you don’t have to go through the end-of-employment or firing process alone.
CEDR exists to give healthcare practice owners and managers access to expert HR and compliance guidance on hiring, daily employee issues, and even the termination process. We help you build a team of engaged, productive employees, prevent employee disputes (and ex-employee disputes) before they escalate or lead to legal claims, and ensure that your employment policies and practices put you in a more defensible position.
Want to know how we can help? Just call us at 866-414-6056, or email info@cedrsolutions.com.
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<a href="https://www.cedrsolutions.com/when-an-employee-makes-an-exit-cedrs-newest-hr-infographic/"><img src="https://2475b8c4.rocketcdn.me/wp-content/uploads/2016/04/016-Exit-Interview_FINAL.jpg" alt="Exit Interview Infographic" width="900" height="3225" /></a>
Friendly Disclaimer: This information is general in nature, and is not intended to replace good counsel about a specific issue with either your attorney or your favorite HR expert.
