You've probably heard of an "Exit Interview" before. This is an interview that is generally carried out by the HR manager of a company to an employee who has decided to resign, and which serves to understand the reasons for his decision in order to use this information to improve business processes and satisfaction. Of workers. But it can also be carried out between a supplier and a customer at the end of an employment relationship, in this case to optimize customer care and customer satisfaction.

In more general terms, an exit interview is a sort of debriefing on the outcome of a project in order to draw indications and lessons from this analysis.

But you shouldn't consider an exit interview as a goodbye. In fact, it can become a valid opportunity to keep the door open to the customer and to open new doors to new customers.

If you want to learn how to turn the end of any project or customer relationship into a potential new opportunity, follow these four steps:

Turn the customer into a testimonial

Start the conversation by thanking the customer for the great experience your collaboration turned out to be (obviously, it must be true), and ask him if he would be willing to be your testimonial. For example, by confirming your expertise or, better still, by writing a report on LinkedIn, leaving a review on the product or service purchased, or by writing a few lines telling you about his experience of working with you, in order to publish them on your website. In the latter case, try to do it right away, putting down a draft together. It will only take a few minutes, but you will have reliable and authorized testimony.

Having a good number of testimonials and positive reviews is very important - the so-called social proof - and it can really help you to acquire new customers.

Make the testimonials and / or reviews tell the customer's situation before and after your meeting, to show how you were able to solve their problem and what your contribution was.

Try to get new leads

Your client is still "hot" and satisfied with your work. What better time to ask him for references. Let him know that you would like to find other clients like him, and ask him if he might know someone else who is potentially interested in your services. But pay attention to the way you do it. Avoid asking a closed-ended question, such as "Do you know someone who might ...", and ask an open-ended question: "Who can you think of among your acquaintances who might ...”

It sounds like a nuance, but it can make a big difference.

Write down the names he lists you and ask if he can help you get in touch with them by introducing you.

Talk about their future

We often take it for granted that the customer may call us again in the future when they need it again. Could. But it might as well not.

Wouldn't it be better to know by now WHEN he might need to contact you again? Or, better still, wouldn't it be better to already set a reference date to update you and evaluate what to do?

In other words, it's about understanding the customer's next moves and proposing possible solutions already on the plate or, at least, making sure that the customer really knows they can count on you, because when the time comes you will be perfectly on the piece. Having prepared in time.

You can also try a next step that is to establish future meetings with your client so that you can contact him yourself, obviously with prior authorization, to check if everything is going according to plan and prepare accordingly to provide your support.

Ask for feedback

This is a great classic of any exit interview. It is not used to acquire new jobs, but to work even better on future projects. Don't worry and honestly ask the customer how he thinks you could improve your service. In this way, the customer will naturally be inclined to reveal what his priorities are, so if you have to work with him again, you will know which of his needs to focus on to satisfy him and retain him in the best possible way.

How can a good HR team help? That you should know.

Your company's human resources department is the key tool in the battle to attract and retain millennial talent. There are several strategies that human resources can put in place to make Millennials feel appreciated and valued in the workplace.

Create an efficient communication channel. Make sure employees always have a channel available and know how to communicate in case they have any questions, concerns or needs. It is essential to have a clear reporting policy for each issue as well as to act quickly when difficulties arise.

Talk to your employees. Take the time to learn what they really want from your company, both the things that motivate them to stay with you, and the things that could lead them to look for work elsewhere.

Show appreciation. Offering a reward, or even small gifts, when your employees achieve relevant milestones is important to show appreciation and to let them know they are valuable team members.

Have fast hiring processes for Millennials. A long and complex hiring process can make it difficult for you to attract employees. No matter how interested they may be in your open position, the best talents go fast and Millennials are certainly not waiting for your company's timing. You should also make sure your ads contain the right information to appeal to a millennial audience, and remember to stay in constant touch during the hiring period.

Make sure employees get regular feedback. It is important to let them know how they are working on a regular basis so that they are able to more easily adapt their performance to the needs of the company.

Create a collaborative atmosphere. Millennials grew up in a generation of teamwork. They want to work with each other rather than compete against each other: share ideas, work together on projects and always be rewarded as a team. Creating a collaborative atmosphere is a great way to improve the consideration that new generation employees have in you.

The benefits you offer your employees can make a big difference in attracting and retaining talent from the millennial generation. At Gym pass, we provide corporate wellness programs that will help your employees always find the best time and place to exercise, with hundreds of different disciplines and with extreme flexibility and customization, just as Millennials seek. Your business will help them become happier and more productive at the same time.