"Whew. That lame-oh adjuster just left. He couldn't pull his weight and caused everyone else to shoulder more work. Good riddance."
Hold on, though. Let's think about this. A 22-year claim expert departed last week, and that represents a huge loss for both the department and company. He was a real crackerjack but took a job elsewhere that he said paid him more money and offered more advancement chances.
Whether the dearly departed was the weakest link or a strong performer, both departing workers share a common thread: an exit interview. These are usually conducted by the human resources department. Here are eight ways for the claim department or office to become a learning organization by deftly handling the exit interview process:
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