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 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 work force 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
1Some employers refuse to conduct exit interviews with departing employees because they view them as a forum for criticism. Some contend 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 work force 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
Hi Suresh,
Thanks for the useful article. Am about to attend my exit interview soon. 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
Thanks for the useful article. Am about to attend my exit interview soon. 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
I was also asked to prepare Exit Interview Format in my org, Would like to share few points which I got in 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 negative sides 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 taking the exit interview:
* Name
* Position
* Date of joining
* Date of leaving
* Duration of employment
Questions
Some of the questions you can ask during an exit interview:
* What is the thing you liked most about work here?
* What is the worst thing you did not like about work 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?
* To where will you be going after leaving the company?
In order to condition an employee at the start of an exit interview and make him more willing to talk you can open the interview with the question: "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 though he is leaving the company, he still can benefit from it be it being a reference for him.
The information gathered from exit interviews should be collected and carefully analyzed in order to come up with common patterns that appear through the exit interviews with different employees. This information can point to areas of weakness in the company as well as areas of strengths. The information can then be used to make modifications where appropriate in the system of the company in order to enhance overall performance and avoid the reoccurrence of negative issues.
From India, Bangalore
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 negative sides 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 taking the exit interview:
* Name
* Position
* Date of joining
* Date of leaving
* Duration of employment
Questions
Some of the questions you can ask during an exit interview:
* What is the thing you liked most about work here?
* What is the worst thing you did not like about work 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?
* To where will you be going after leaving the company?
In order to condition an employee at the start of an exit interview and make him more willing to talk you can open the interview with the question: "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 though he is leaving the company, he still can benefit from it be it being a reference for him.
The information gathered from exit interviews should be collected and carefully analyzed in order to come up with common patterns that appear through the exit interviews with different employees. This information can point to areas of weakness in the company as well as areas of strengths. The information can then be used to make modifications where appropriate in the system of the company in order to enhance overall performance and avoid the reoccurrence of negative issues.
From India, Bangalore
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Exit interview-form. docx
Exit Interview.zip