Exit Interview as a Tool to Reduce Staff Turnover in an Organization

The authors discuss an important tool, an exit interview that makes it possible to reduce staff turnover and increase the attractiveness of the company’s HR brand. Opportune and high-quality decision-making is the main task of any manager who strives to work for the benefit of their company. After all, a competent decision and the lack of a solution can cost the company a lot and have irreparable consequences for its development. A problem is the primary motivating element of each administrative decision-making process. The essence of the decision-making process is to develop a strategy to bring a given object to the desired state. In choosing and implementing a solution to the problem, various criteria that allow choosing acceptable ones from a variety of existing proposals are applied. From them, the most important and preferred ones are chosen for achieving the goals and mission of the organization. The quality of the personnel management system is an urgent area of research by scientists from various countries. Content analysis of research shows that conducting interviews with employees is usually considered part of the selection and evaluation of personnel. The authors studied the essence and main goals of the exit interview. An exit interview with an employee is not conducted or is conducted relatively formally. There are the results of a study of the practice of using exit interviews in the activities of large Russian employers. The necessity and expediency of using the exit interview in the process of dismissal of employees of the organization is proved. There are basic principles of exit-interview implementation.