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Web site spotlight: Take advantage of exit interviews

Staff Development Weekly: Insight on Evidence-Based Practice in Education, May 7, 2008

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Healthcare facilities across the country are feeling the growing hunger for nurses. But what if these moments when the doors are closing for one nurse can be used to prop doors open for others? If conducted properly, exit interviews can provide insight into the areas that should be improved in a facility.

Conducting the exit interview

The exit interview is not a difficult process, but there are some key points to keep in mind. Complete the exit interview prior to the last day of employment, but close enough to departure as possible, advises Lydia Ostermeier, MSN, RN, CHCR. "You want to make sure it is done by someone other than the person's nurse manager or somebody that is close to the unit where they worked so they give candid responses," said Ostermeier. "And you want to make sure that you follow up on concerns."

When it comes time to conduct the next exit interview at your facility, Shelley Cohen, RN, BSN, CEN, suggests having the interviewer consider the following sample questions:

• Was there one key reason for your decision to leave?
• Can we do anything at this point that would encourage you to stay?
• If you could change one thing about this organization, what would it be?
• If you could change one thing about your job, what would it be?

Editor's note: This excerpt was taken from the article "Opening the doors of retention during exit interviews," found in the Reading Room at www.StrategiesForNurseManagers.com.

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