Exit interviews are very important to both the employee and employer. It’s usually the final opportunity for a departing employee to share their feedback and experiences. Most of these interviews are very honest – after all, the employee is already at the door on their way out and has little or nothing to lose.

Some see an exit interview as an opportunity to share valuable information on how the organisation can improve and become better. For others, it is their time to throw their dreadful team leader or supervisor under the bus.

Picture this…you are holding an exit interview with a former employee. Of course, you are expecting some praises like how the organisation has helped them grow, how your workplace is a well-knit family, how they’ll miss you after shifting jobs, and all kinds of sweet nothings.

In the worst-case scenario, you’re expecting something like…the working conditions require some improvement, some employees are hard to work with, or maybe the tea room requires a better coffee machine. Nothing like harassment or bullying has crossed your mind; then comes the smoking gun. “I am leaving because I was bullied!” Crickets.

What Is Bullying And Harassment?

Were you ever bullied in school or in the workplace previously? If so, then you probably said to yourself, “I’m done with bullies”. Not so fast, though – It is a shame but bullying and harassment still happen in the modern workplace!

Bullying can be any behaviour that a reasonable person, having regard for the circumstances, would view as victimising, humiliating, intimidating or threatening towards a worker or group of workers. It can be isolated or persistent.  It can impact a person’s well-being, health and life outside work.

These incidents can be termed as bullying or harassment:

  • Insulting someone either verbally or by behaviour
  • Spreading malicious rumours
  • Making intimidating or offensive jokes or comments
  • Impossible or unreasonable deadlines
  • Undermining through constant criticism and overloading
  • Unfair treatment
  • Threats about job security or deliberately blocking opportunities
  • Sexual harassment, such as displaying or sending pornographic material, sexual jokes, and making sexual advances or intrusive touching

Bullying and harassment, when not taken care of, can have serious negative consequences including:

  • Poor performance
  • Loss of morale
  • Absenteeism
  • Worker’s compensation claims
  • Reduced productivity
  • Increased employee turnover and resignations
  • Damaged reputation
  • Compliance breaches

Exit Interview Shocker: What To Do When Bullying Emerges

There is nothing more unsettling than an employee pointing out bullying or harassment in your organisation. Here is what to do when harassment claims come out during an exit interview.

1.Hold the information confidently (Respect Privacy)

The first thing is to hold the bullying claim with all the confidence it requires. Only release the information on an as-needed basis, and keep the claim well-documented and detailed in case you need to investigate further.

2.Prioritise the safety of those involved

Determine whether it is safe for the alleged bully to stay in the workplace or their department. If not, have them transferred to a department with minimal interaction or stand them down on full pay as preliminary actions continue.

3.Initiate dialogue

It is important to listen to both sides of the story. Listen to what the alleged bully has to say concerning the allegations against them. It is possible they have no idea that they were perceived to have bullied the ex-employee. Explore options for why the alleged bully may have felt this way and possible ways to change their behaviour if it is apparent that change is necessary.

It is also possible that the exiting employee may have been speaking mis-truths for another agenda. Don’t assume that the allegations are substantiated until these have been examined further. Don’t make any rush decisions before getting to the bottom of the story.

4.Investigate

If dialogue fails and you still can’t find a solution, it’s time for an investigation. The investigation can be carried out internally with the help of HR, or you can source a third-party investigator (there are many times when an external investigator may be preferred as discussed later). Before the investigation commences, ensure you have all the details, including:

  • Time(s)
  • Date(s)
  • Details of what happened (including what was said, the alleged behaviour)
  • Supporting document(s)
  • Witness(es)

If you choose to go the internal investigation way, ensure that the investigator(s) have no conflict of interest or some kind of perceived or real bias. 

An external investigator can be ideal when:

  • There’s some perceived or real relationship between the internal investigator (HR) and the complainant / witnesses / respondent
  • The claim is complex or has been ongoing over a long period of time
  • You want to reduce the risk of bias and conflict of interest
  • You need someone with the right skills and knowledge to handle the investigation comprehensively
  • You require someone focused and dedicated to completing the investigation in a timely, just and procedurally fair manner

5.Take Action

Once the investigation is complete, you have to make a decision pertaining to the findings and recommended actions.  These may include:

  • Actions regarding the respondent
  • Informing all investigation participants of access to wellbeing support services
  • Ensuring employees are aware of the steps to ensure bullying and harassment don’t occur in the workplace again 
  • Bring back normalcy in the workplace

If bullying / harassment didn’t occur:

  • Clear the name of the alleged bully / harasser
  • Train your employees on bullying and harassment in the workplace
  • Mend any relationships in the workplace affected by the allegations and necessary processes
  • Bring back normalcy in the workforce

Wrapping It Up

Addressing bullying and harassment claims brought out during the exit interview is a step forward in the right direction. It shows your organisation’s dedication to creating a healthy workplace and culture where all employees feel respected and valued and fulfilling your diligence obligations. 

ESN has a team of highly experienced and qualified licensed investigators who can provide advice, guide you through the process and conduct comprehensive investigations.  We are well versed in a range of matters from misconduct, disciplinary issues, psychosocial hazards, bullying and harassment for example.  Contact ESN today to discuss your concerns and how we can help.