Hi,
I've been conducting Exit Interviews in the current organization and also for our clients. There are certain generic questions like:
- What is the reason for you leaving the organization?
- What do you like the most about the organization?
- Are you well compensated in the organization?
- Whether or not are your superiors supportive? etc.
I need to ask, while taking Exit Interviews, what should be the ideal approach of HR. Should it be inclined towards getting the positive/negative aspects of the company, or should it have an individualistic approach?
Please help...
Regards,
Swati
From India, Pune
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I've been conducting Exit Interviews in the current organization and also for our clients. There are certain generic questions like:
- What is the reason for you leaving the organization?
- What do you like the most about the organization?
- Are you well compensated in the organization?
- Whether or not are your superiors supportive? etc.
I need to ask, while taking Exit Interviews, what should be the ideal approach of HR. Should it be inclined towards getting the positive/negative aspects of the company, or should it have an individualistic approach?
Please help...
Regards,
Swati
From India, Pune
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Hi Swati,
In my view, the HR approach should be to understand the actual perspective of the employee. This will help in identifying the real problems faced by the employee and the positive aspects related to the organization.
If you focus on any other approach, it will lead to a diversion in that direction only. Ultimately, it will result in a waste of time as no valuable feedback will be obtained.
Regards,
Amit Seth.
From India, Ahmadabad
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508In my view, the HR approach should be to understand the actual perspective of the employee. This will help in identifying the real problems faced by the employee and the positive aspects related to the organization.
If you focus on any other approach, it will lead to a diversion in that direction only. Ultimately, it will result in a waste of time as no valuable feedback will be obtained.
Regards,
Amit Seth.
From India, Ahmadabad
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Hi Amit,
Thanks for your reply. Can you share any of your experiences wherein you have had a tough time getting actual data from the employee, as sometimes they act diplomatically and are reluctant to share their experiences, even though they are leaving the organization? How can we, as HR, help them come out of their shell and share their actual experiences so that at the end of the day, we get important inputs?
Regards,
Swati
From India, Pune
Acknowledge(0)Amend(0)
Thanks for your reply. Can you share any of your experiences wherein you have had a tough time getting actual data from the employee, as sometimes they act diplomatically and are reluctant to share their experiences, even though they are leaving the organization? How can we, as HR, help them come out of their shell and share their actual experiences so that at the end of the day, we get important inputs?
Regards,
Swati
From India, Pune
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Hello Swati,
For best results, have an independent company conduct post-exit interviews 30 to 60 days after the former employee has started their new job. The interviewer must be able to ensure the privacy of responses.
Departing employees, if they are smart, will not share with their employer the real reasons why they are leaving. I advise employees never to tell HR their real reasons for leaving since it is not the employees' job to help their soon-to-be former employer fix the problems that are driving them out of the organization.
An employer that cares knows why an employee leaves because they have discussed the employee's career plans and job performance.
Employers that wait until employees give notice have waited far too long to try to fix the problem.
Bob Gately
gately@csi.com
From United States, Chelsea
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For best results, have an independent company conduct post-exit interviews 30 to 60 days after the former employee has started their new job. The interviewer must be able to ensure the privacy of responses.
Departing employees, if they are smart, will not share with their employer the real reasons why they are leaving. I advise employees never to tell HR their real reasons for leaving since it is not the employees' job to help their soon-to-be former employer fix the problems that are driving them out of the organization.
An employer that cares knows why an employee leaves because they have discussed the employee's career plans and job performance.
Employers that wait until employees give notice have waited far too long to try to fix the problem.
Bob Gately
gately@csi.com
From United States, Chelsea
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HR Manual (Employee Hand Book).doc