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January 13, 2020


Ted Banks

In a large organization, exit interviews can be extremely helpful in identifying problems in management or business systems. It is considered a standard part of effective compliance & ethics programs. Employees may be reluctant to criticize their bosses while there is a possibility of retaliation. But once someone is on the way out they perceive that they have nothing to lose and often open up about things that everyone at their level knew but nobody would talk about. Of course if an exit interview system exists, the information needs to be captured and used.
Also, in large organizations you need to find out whether the departing person had any legal or compliance role. Is the departing person the only one responsible for renewing a certain permit? Is the departing person involved in pending litigation and might need to be deposed? Better to know these things in advance than be surprised later.
While the reasons for doing another exit interview a few weeks or months after someone leaves may have some validity, it won't happen. People (i.e., nonemployees) are not going to want to be bothered (unless you pay them) or they will have forgotten details that might have been helpful.
Of course this is one of those bureaucratic details that small organizations don't need to bureaucratize. But even if you have only one employee, if that employee leaves you need to make sure you know why.

Ted Banks

Richard M Georges

Ted: Thanks for listing all the reasons why I am a solo. :-)

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Lawyer,Poet, author, educator. Practices real property, corporation, wills, trusts and estates law in Pinellas County, Florida. Writes the FutureLawyer column. Gives seminars on technology and the law. Author of "Life is Simple, Really", Poems about Life, Loving, Family and Fun, and "Poems For Lovers".

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