A Tool of Retention- Exit Interview
Some employers refuse to conduct exit interviews with departing employees because they view them as a forum for criticism. Some contend that no new information comes from exit interviews. Others simply do not want to hear what departing employees have to say.
All of those reasons fail to take the big picture into account. As employers struggle to reduce turnover, many are discovering the importance of keeping their fingers on the pulse of employees' perceptions and opinions. More employers are adopting exit interviews as a means of enhancing communications because they provide information that employees may be reluctant to share under different circumstances.
These interviews give you the opportunity to gain information from departing employees about their perceptions on both the positives and negatives of your organization. Exiting workers can offer what they see as the actions, policies, procedures, and practices they view as organizational strengths and those they view as areas needing improvement.
For an exit-interview process to be effective, it should consist of the following elements:
* The process should be managed by a senior member of management who is viewed by the workforce as a neutral, unbiased participant, such as a Human Resources executive. The employee's immediate supervisor should never conduct the interview.
* The interview should be conducted prior to the employee's last day of employment to prevent the perception that it is just a process to get through.
* A formal format and form should be developed and used to ensure consistency. The form should question the strengths of the organization in the areas of compensation and benefits, employee relations, the working environment, relationship with the immediate supervisor and management, what the organization does well and can improve, equipment and resources, problems that were not properly addressed, and whether the employee would recommend the company as a place of employment.
It's a mistake to view exit interviews only as an opportunity for departing employees to gripe. Rather, such interviews offer employers a chance to gain meaningful information to reduce or prevent employee turnover.
Source: IHRM Forum
Regards
Suresh Kumar.K
SAP HR Consultant
91-9820988516
Atos Origin
Mumbai
From India, Madras
Acknowledge(0)
Amend(0)
1Some employers refuse to conduct exit interviews with departing employees because they view them as a forum for criticism. Some contend that no new information comes from exit interviews. Others simply do not want to hear what departing employees have to say.
All of those reasons fail to take the big picture into account. As employers struggle to reduce turnover, many are discovering the importance of keeping their fingers on the pulse of employees' perceptions and opinions. More employers are adopting exit interviews as a means of enhancing communications because they provide information that employees may be reluctant to share under different circumstances.
These interviews give you the opportunity to gain information from departing employees about their perceptions on both the positives and negatives of your organization. Exiting workers can offer what they see as the actions, policies, procedures, and practices they view as organizational strengths and those they view as areas needing improvement.
For an exit-interview process to be effective, it should consist of the following elements:
* The process should be managed by a senior member of management who is viewed by the workforce as a neutral, unbiased participant, such as a Human Resources executive. The employee's immediate supervisor should never conduct the interview.
* The interview should be conducted prior to the employee's last day of employment to prevent the perception that it is just a process to get through.
* A formal format and form should be developed and used to ensure consistency. The form should question the strengths of the organization in the areas of compensation and benefits, employee relations, the working environment, relationship with the immediate supervisor and management, what the organization does well and can improve, equipment and resources, problems that were not properly addressed, and whether the employee would recommend the company as a place of employment.
It's a mistake to view exit interviews only as an opportunity for departing employees to gripe. Rather, such interviews offer employers a chance to gain meaningful information to reduce or prevent employee turnover.
Source: IHRM Forum
Regards
Suresh Kumar.K
SAP HR Consultant
91-9820988516
Atos Origin
Mumbai
From India, Madras
Acknowledge(0)Amend(0)
Hi Suresh,
Thanks for the useful article. I am about to attend my exit interview soon. I forwarded the article to my interviewer. Your article should help me and him to have a healthy and fruitful discussion.
Thanks once again.
Lalita
From India, Madras
Acknowledge(0)Amend(0)
Thanks for the useful article. I am about to attend my exit interview soon. I forwarded the article to my interviewer. Your article should help me and him to have a healthy and fruitful discussion.
Thanks once again.
Lalita
From India, Madras
Acknowledge(0)Amend(0)
I was also asked to prepare an Exit Interview Format in my organization. I would like to share a few points which I found on one of the sites.
Exit Interview
An exit interview is a method to gather valuable information from employees who are leaving the company.
Benefits
During an exit interview, the employee is usually ready to talk more openly about the negative aspects of his work. This can be a valuable source for collecting information about areas that need improvement in the company.
Data
The following data needs to be available about the employee who is undergoing the exit interview:
- Name
- Position
- Date of joining
- Date of leaving
- Duration of employment
Questions
Some questions you can ask during an exit interview include:
- What is the thing you liked most about working here?
- What is the worst thing you did not like about working here?
- What do you think needs to be improved in the company?
- Why are you leaving the company?
- Do you think you have received adequate training in the company?
- Do you have any suggestions for improving training in the company?
- Where will you be going after leaving the company?
To set the tone for the exit interview and encourage the employee to be more forthcoming, you can start by asking, "Would you like us to be a reference for you when moving to a new employer?" This question can motivate the employee to cooperate better during the exit interview because he knows that even though he is leaving the company, he can still benefit from having a reference.
The information gathered from exit interviews should be collected and carefully analyzed to identify common patterns that emerge across different employees' exit interviews. This information can highlight areas of weakness in the company, as well as areas of strength. It can then be used to make appropriate modifications to the company's system to enhance overall performance and prevent the recurrence of negative issues.
From India, Bangalore
Acknowledge(0)Amend(0)
Exit Interview
An exit interview is a method to gather valuable information from employees who are leaving the company.
Benefits
During an exit interview, the employee is usually ready to talk more openly about the negative aspects of his work. This can be a valuable source for collecting information about areas that need improvement in the company.
Data
The following data needs to be available about the employee who is undergoing the exit interview:
- Name
- Position
- Date of joining
- Date of leaving
- Duration of employment
Questions
Some questions you can ask during an exit interview include:
- What is the thing you liked most about working here?
- What is the worst thing you did not like about working here?
- What do you think needs to be improved in the company?
- Why are you leaving the company?
- Do you think you have received adequate training in the company?
- Do you have any suggestions for improving training in the company?
- Where will you be going after leaving the company?
To set the tone for the exit interview and encourage the employee to be more forthcoming, you can start by asking, "Would you like us to be a reference for you when moving to a new employer?" This question can motivate the employee to cooperate better during the exit interview because he knows that even though he is leaving the company, he can still benefit from having a reference.
The information gathered from exit interviews should be collected and carefully analyzed to identify common patterns that emerge across different employees' exit interviews. This information can highlight areas of weakness in the company, as well as areas of strength. It can then be used to make appropriate modifications to the company's system to enhance overall performance and prevent the recurrence of negative issues.
From India, Bangalore
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Effective employee retention strategies-BPO. doc