Vibgyor, Here is the form that I use, we have our compnay logo on the top, which ofcourse i have removed in this attachment. So you could have thoes changes Cordially, preet
From India, Bangalore
3From India, Bangalore
Hi
You can make a report that includes the following -
1) Reasons for leaving the org.
2) What attracted him to his new job?
3)His achievements @ ur company
4)His comments abt the work envt/the support he received from his colleagues/seniors
5) Suggestions towards improvement of his dept/branch
Regards,
Minal :P
You can make a report that includes the following -
1) Reasons for leaving the org.
2) What attracted him to his new job?
3)His achievements @ ur company
4)His comments abt the work envt/the support he received from his colleagues/seniors
5) Suggestions towards improvement of his dept/branch
Regards,
Minal :P
Dear Vibgyor,
You asked about how to analyze the data.....I shall explain what I do with exit interview....
I have designed a exit interview form for my organisation; wherein on last day or one day before I plan a meeting with resigned employee and ask him to fill up the exit form in conference room.
Once he / she completes that then start with a general discussion because directly no employee will open his mouth to tell you the truth & facts of his jo, organisation/ boss so 1st appriciate his contribution in his tenure......express words of thank towards his achievements....and then tactfully asked the questions like...the reasons of leaving ............1 st you need to creat a trust once the employee feel you trustworthy then & then only he will reveal the facts.
gather that small small points in your notebook.
then scan the exit form & analayse the data in points as follows.
1) Main reasons of leaving
2) Facts you found in discussinon
3) Summery of the exit interview
4) Importanat feedback on which you can concentarte or take a proactive action with solution.
Regards,
Mona
From India, Mumbai
You asked about how to analyze the data.....I shall explain what I do with exit interview....
I have designed a exit interview form for my organisation; wherein on last day or one day before I plan a meeting with resigned employee and ask him to fill up the exit form in conference room.
Once he / she completes that then start with a general discussion because directly no employee will open his mouth to tell you the truth & facts of his jo, organisation/ boss so 1st appriciate his contribution in his tenure......express words of thank towards his achievements....and then tactfully asked the questions like...the reasons of leaving ............1 st you need to creat a trust once the employee feel you trustworthy then & then only he will reveal the facts.
gather that small small points in your notebook.
then scan the exit form & analayse the data in points as follows.
1) Main reasons of leaving
2) Facts you found in discussinon
3) Summery of the exit interview
4) Importanat feedback on which you can concentarte or take a proactive action with solution.
Regards,
Mona
From India, Mumbai
Hi Shweta Same like Vibgyor even i am keen to know how to annalyze the data, share this in this forum so all can have a better knowledge on that. thanks bibhutosh
From Australia, Balwyn
From Australia, Balwyn
Name of the employee who gave the suggestion/feedback should never be exposed. In a course of say 3 months prepare a report saying that out of the 10 people left
3 felt that the salary is not competitive,
1 felt that he/she is overqualified,
2 left to overseas employement,
4 felt that the superior is blocking their growth.
Exposing the name of the employee will raise doubt on the existing employees to give their feedback.
Rgds
Ashwini
From India, Mumbai
3 felt that the salary is not competitive,
1 felt that he/she is overqualified,
2 left to overseas employement,
4 felt that the superior is blocking their growth.
Exposing the name of the employee will raise doubt on the existing employees to give their feedback.
Rgds
Ashwini
From India, Mumbai
Hi Ashwani
Thanx for the correction,but I asked my sr. To coduct exit interview every 4 months,but he did not agree he said to conduvt it for those who rleaving,,,,,in that case even If I dn write the name then even the management may know,,,do leme no if m wrong some where,,,and also leme know wat do we call the interview which is conducted after 6 months or 4 months...becoz exit interview means that taken at the time of EXIT,,,dnt u think the name of the interview should be something else,,,though the purpose is of both is same/////
From India, Calcutta
Thanx for the correction,but I asked my sr. To coduct exit interview every 4 months,but he did not agree he said to conduvt it for those who rleaving,,,,,in that case even If I dn write the name then even the management may know,,,do leme no if m wrong some where,,,and also leme know wat do we call the interview which is conducted after 6 months or 4 months...becoz exit interview means that taken at the time of EXIT,,,dnt u think the name of the interview should be something else,,,though the purpose is of both is same/////
From India, Calcutta
Pardon me all th viewers since I was in a hurry i Made several grammatical mistakes,and even spelling mistakes,,,kindly excuse me for that
From India, Calcutta
From India, Calcutta
Don’t worry We all are HR person not english grammer school teacher. We all believe in appreciation , recognition, support etc etc Shweta
From India, Gurgaon
From India, Gurgaon
I meant to say only report on Exit Interview to be produced to the Mgt 3 months once. But each person leaving to be interviewed then itself. Only the top management/ur boss should be aware of the name of the person given feedback and about whom and it should be highly confidential.
Ashwini
From India, Mumbai
Ashwini
From India, Mumbai
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Exit interview-form. docx
Exit Interview.zip