As a school administrator, conducting exit interviews with departing teachers is a critical yet often overlooked step in the transition process. Effective exit interviews are a great opportunity to gain valuable insight into the successes and challenges of the school year and to ensure a productive and positive transition for both the departing teacher and the school. Understanding the appropriate and effective questions to ask in an exit interview ensures that all the relevant topics are covered and that the departing teacher feels heard and respected. In this blog post, we will discuss the key questions to ask during an exit interview with a departing teacher. We will explore the importance of setting the right tone, gathering feedback, and collecting data. We’ll also provide some examples of exit interview questions to ask teachers, and offer tips for effectively facilitating an exit interview. With the right preparation and consideration, exit interviews can be a beneficial experience for everyone involved.
- What were your main reasons for working at this school?
- What are the main reasons for submitting your resignation?
- What did you enjoy most about your job?
- What did you dislike about your job?
5 Exit Interview Questions for the Most Insightful Answers
When should the interview happen?
According to Coalter, the interviews should be conducted during the final few weeks of employment. Don’t do it on their last day, she advises. They ought to be free to enjoy that day with their students and coworkers. The interview should last no longer than an hour and take place someplace confidential and impartial.
Ideally, the interviews ought to be conducted with a line manager, according to Coalter, as they have the most authority to respond to any feedback that may be provided. However, if the line manager and that employee don’t get along well, the departing employee should be given the option of an interview with another senior employee or a member of the HR team.
The interviews must be structured and should focus on learning the reasons behind the subject’s decision to leave. Coalter emphasizes that the reason need not be negative and that constructive criticism is equally important.
She suggests posing the following questions:
The questions must be reframed if someone was let go or terminated due to capability issues, continues Coalter. When people are leaving in those situations, she says, “there will be a lot of conversations going on, and it’s about just asking them, at the very least, if the process felt humane, giving them dignity and the support they needed.”
How do you respond to the feedback?
It is imperative that you put what you have learned into practice after the interview because, otherwise, there would be no point in taking the time to conduct the interview in the first place.
For example, a problem with workload or a lack of flexible working options, Coalter advises those conducting the interviews to note any issues raised and then compare notes to see if there is a trend across the school.
Senior leaders must then get together to discuss any new trends and determine honestly whether they require any action to address them. It is worthwhile to take the time to make changes if something is driving people away and preventing additional potential exits.
Although exit interviews are valuable, Coalter argues that they shouldn’t be the only form of feedback used by schools.
“Schools should regularly survey all staff members,” says A great place to start is by conducting a sizable online survey once per academic year. Once you’ve done that, take it a step further and begin conducting brief polls once a term, she advises.
“[These surveys] can give you a good sense of what you’re really good at, and once you have changed in response to the concerns raised by the public, you can target your poll surveys in some of those areas to ensure the changes are having a positive effect. The surveys should be supplemented by frequent chances to provide in-person feedback. ”.
If you have the money, hiring an outside survey company to compile all the data can really give staff members the security and confidentiality they need to be open and honest with you, she continues.
Exit interviews need time and resources, both of which are frequently in short supply. However, if the effort put into conducting them properly ensures that exits are favorable and ultimately reduced, then it is unquestionably a strategy worth considering.
Kate Parker is schools and colleges content producer at Tes
How to maximize an exit interview was the headline of the original version of this article, which was published in the 5 November 2021 issue.
FAQ
What are 5 typical questions asked during an exit interview?
- 1) Why Did You Start Looking For Another Job?
- 2) Why Are You Leaving?
- How Has Your New Position Affected Your Decision To Leave?
- 4) What Could We Have Done Better?
- 5) Would You Ever Consider Returning To This Company?
What are good exit interview questions?
- What prompted you to start looking for another job? …
- What conditions, if any, would you need to consider coming back to the business?
- Do you think management adequately recognized your contributions? …
- Were there any company policies you found difficult to understand?
What is an exit interview for school?
You are informed of your loan repayment obligations, schedule, and rights to deferment and/or cancellation during an exit interview, which is a loan counseling session. When you are no longer enrolled at least half-time, your school must conduct this exit interview as required by federal law.
What do you say in an exit interview when leaving a job?
- You found a good opportunity.
- Looking for career growth.
- Looking for career change.
- Health reasons.
- Looking to spend more time with the family.
