Dear All I want to prepare an exit Interview form for Medical representatives. Can anyone help me in this? Thanks & Regards Archana
From India, Mumbai
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From India, Mumbai
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I have posted today a manual on Interviews. Page 24 carries a format on Exit Interviws whcih you may be able to adapt to your needs. Prof.Lakshman
From Sri Lanka, Kolonnawa
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32From Sri Lanka, Kolonnawa
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Hi Archana, 😃
Please go through this information on exit interviews as well as the attachment; it will surely provide you with the details you are looking for.
Exit interviews give an opportunity for a company to find out why there is a problem and fix it. Companies can also learn a ton of information if they conduct the exit interviews correctly. Furthermore, they can also be used as a catalyst for change. Interestingly, a growing number of HR professionals in India are acting on the information gathered during exit interviews and also responding to the feedback from exit interviews.
An exit interview is a very good opportunity to find out how to recruit and retain employees. At some companies, exit interviews are done for two reasons: One is to communicate information to an employee about what happens to their benefits and checking account. The other reason is to get information about the experience they had working for the company. These companies try to separate on a good note.
To make an exit interview successful, the trick is to make the exiting employee comfortable. An effective exit interview can be done by:
- Making it clear that the information will not be used against exiting workers.
- Explaining that their insight can help improve the organization.
- Bosses should consider using a third party to conduct the exit interview.
- Even an employee who is leaving may feel uncomfortable discussing certain topics, such as office politics, with his or her current supervisor.
- The company should never ignore an exiting employee's claim of mistreatment or discrimination.
- The bosses should ask the right questions, which are open-ended and general at first, but specific later.
- Studies have found that some companies don't follow through with the information gleaned from exit interviews. The information that the organizations get may never end up as data. They never look for trends.
- To avoid this, it's important to think systematically with exit interviews.
- Conduct exit surveys, exit interviews, and in some cases, do follow-up interviews.
There is strategic value in exit interviews, as companies can better understand why employees leave. This helps them to become good employers in the future.
Cheers,
Archna 😃
From India, Delhi
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Please go through this information on exit interviews as well as the attachment; it will surely provide you with the details you are looking for.
Exit interviews give an opportunity for a company to find out why there is a problem and fix it. Companies can also learn a ton of information if they conduct the exit interviews correctly. Furthermore, they can also be used as a catalyst for change. Interestingly, a growing number of HR professionals in India are acting on the information gathered during exit interviews and also responding to the feedback from exit interviews.
An exit interview is a very good opportunity to find out how to recruit and retain employees. At some companies, exit interviews are done for two reasons: One is to communicate information to an employee about what happens to their benefits and checking account. The other reason is to get information about the experience they had working for the company. These companies try to separate on a good note.
To make an exit interview successful, the trick is to make the exiting employee comfortable. An effective exit interview can be done by:
- Making it clear that the information will not be used against exiting workers.
- Explaining that their insight can help improve the organization.
- Bosses should consider using a third party to conduct the exit interview.
- Even an employee who is leaving may feel uncomfortable discussing certain topics, such as office politics, with his or her current supervisor.
- The company should never ignore an exiting employee's claim of mistreatment or discrimination.
- The bosses should ask the right questions, which are open-ended and general at first, but specific later.
- Studies have found that some companies don't follow through with the information gleaned from exit interviews. The information that the organizations get may never end up as data. They never look for trends.
- To avoid this, it's important to think systematically with exit interviews.
- Conduct exit surveys, exit interviews, and in some cases, do follow-up interviews.
There is strategic value in exit interviews, as companies can better understand why employees leave. This helps them to become good employers in the future.
Cheers,
Archna 😃
From India, Delhi
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Dear Archana,
Adding to the topic of Exit Interviews, I would like to know if it is necessary for your boss to conduct the exit interview. What should be done if your boss is biased, meaning he discriminates against the person who resigns?
Regards,
Srishti
From India, Bangalore
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Adding to the topic of Exit Interviews, I would like to know if it is necessary for your boss to conduct the exit interview. What should be done if your boss is biased, meaning he discriminates against the person who resigns?
Regards,
Srishti
From India, Bangalore
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Hi all,
I need help with exit interviews. I am trying to prepare a questionnaire for exit interviews but need assistance with the analysis of the information collected from these completed exit interview forms. If anyone can provide a sample report, it would be greatly appreciated, or you can email me at paras1983@gmail.com. Please help as soon as possible as this is urgent.
From India, Pune
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I need help with exit interviews. I am trying to prepare a questionnaire for exit interviews but need assistance with the analysis of the information collected from these completed exit interview forms. If anyone can provide a sample report, it would be greatly appreciated, or you can email me at paras1983@gmail.com. Please help as soon as possible as this is urgent.
From India, Pune
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Employee welfare questionnaire.d oc