Hi CiteHR Members,
Thank you so much for your response. It makes me clear on what to do now. Once again i thank everyone whoever visited and responded for this query.
Kind Request: Please avoid irrelevant post in any threads. It makes a reader and visitor to get frustrate so kindly avoid such things moving forward.
From India, Tiruchchirappalli
57Thank you so much for your response. It makes me clear on what to do now. Once again i thank everyone whoever visited and responded for this query.
Kind Request: Please avoid irrelevant post in any threads. It makes a reader and visitor to get frustrate so kindly avoid such things moving forward.
From India, Tiruchchirappalli
Apropos of the views expressed by Mr TSK Raman, I wish to add the following.
The observations made by him refer to his deep understanding of the fundamentals underlining the subject matter and his practical wisdom. Getting a feedback two weeks after leaving an organization is a brilliant idea, if it is effectively followed up by the HR champion dealing the case.
In my own experience whenever any colleague came to me with a hesitation to start a discussion I would often pre-empt by asking “Are you planning to leave”. Setting aside the Main Agenda, more in disbelief and surprise, the individual would ask “How do you Know”. I would say ‘it is elementary (MY DEAR WATSON..... to puritans of English supporting the episodes and style of Sherlock Holmes) my friend’.
As a Functional Manager the annual Pay Raise and Promotions are decided at Unit Level, for taking leaves one is not that much diffident to start a discussion and that leaves only LEAVING the Organization as the likely subject. This had made more than one person relaxed in expressing the intent to leave. On my part, as the Functional Head I would often say “Please see me after three days and if you still feel you have to go I will surely recommend your release soon through HR”. With this assurance the person would get satisfied. In reply I would ask him for his honest feedback as a return favour. Very good points would surface as feedback to me as an Individual and to my Organization.
In some instances a person would not even want to wait for three days. I recall asking such persons to give a back dated letter in lieu of a honest feedback.
I fully endorse the view of Mr T S K Raman about the TQM concepts and Values followed in Organization and the benefits thereof. In fact this reinforces the contents of my previous posting.TQM stresses on refining the process to great extent. It does not believe in inspection as a solution to set things right. It is a great feed forward mechanism and the PDCA has the elements to get the feedback.
In exit interviews therefore the views of the Functional Manager play an important role. Often in a one to one situation only the HR man is present. Therefore the views of Functional Manager/ Immediate Boss have to be collected in advance. Plenty of truth lies in the oft quoted Management maxim “People leave their bosses and not their Organization.”
V.Raghunathan
From India
The observations made by him refer to his deep understanding of the fundamentals underlining the subject matter and his practical wisdom. Getting a feedback two weeks after leaving an organization is a brilliant idea, if it is effectively followed up by the HR champion dealing the case.
In my own experience whenever any colleague came to me with a hesitation to start a discussion I would often pre-empt by asking “Are you planning to leave”. Setting aside the Main Agenda, more in disbelief and surprise, the individual would ask “How do you Know”. I would say ‘it is elementary (MY DEAR WATSON..... to puritans of English supporting the episodes and style of Sherlock Holmes) my friend’.
As a Functional Manager the annual Pay Raise and Promotions are decided at Unit Level, for taking leaves one is not that much diffident to start a discussion and that leaves only LEAVING the Organization as the likely subject. This had made more than one person relaxed in expressing the intent to leave. On my part, as the Functional Head I would often say “Please see me after three days and if you still feel you have to go I will surely recommend your release soon through HR”. With this assurance the person would get satisfied. In reply I would ask him for his honest feedback as a return favour. Very good points would surface as feedback to me as an Individual and to my Organization.
In some instances a person would not even want to wait for three days. I recall asking such persons to give a back dated letter in lieu of a honest feedback.
I fully endorse the view of Mr T S K Raman about the TQM concepts and Values followed in Organization and the benefits thereof. In fact this reinforces the contents of my previous posting.TQM stresses on refining the process to great extent. It does not believe in inspection as a solution to set things right. It is a great feed forward mechanism and the PDCA has the elements to get the feedback.
In exit interviews therefore the views of the Functional Manager play an important role. Often in a one to one situation only the HR man is present. Therefore the views of Functional Manager/ Immediate Boss have to be collected in advance. Plenty of truth lies in the oft quoted Management maxim “People leave their bosses and not their Organization.”
V.Raghunathan
From India
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Exit interview-form. docx
Exit Interview.zip