hi dixita
it was a good format and very detailed one
but i personally think that one should not rely completely on these forms.
i work in a hospital as HR executive. there the turnover of doctors is very high. they don't have time to fill such detailed forms.
so what shall i do. can u suggest me some retention strategies for the same.
its open for anyone who reads this.
From India, Ahmadabad
3it was a good format and very detailed one
but i personally think that one should not rely completely on these forms.
i work in a hospital as HR executive. there the turnover of doctors is very high. they don't have time to fill such detailed forms.
so what shall i do. can u suggest me some retention strategies for the same.
its open for anyone who reads this.
From India, Ahmadabad
hi,
i don't think you should ask the person (who is leaving) to fill in this form. Rather, seat with him, try to understand the situation from HR point, analyze it and then fill the form by urself. it may be lengthy but the person should also have a feel good factor while leaving the org.
From India, Bangalore
i don't think you should ask the person (who is leaving) to fill in this form. Rather, seat with him, try to understand the situation from HR point, analyze it and then fill the form by urself. it may be lengthy but the person should also have a feel good factor while leaving the org.
From India, Bangalore
Dear Dixita,
I nice format. However an employee while leaving will not necessarily give you the actual reasons for leaving, to avoid any unpleasantness.
So the best way to get a good feedback is to make the format more objective and the identity of the employee should be kept confidential. So the name designation all these things should be optional and not compulsory. Employee may be asked to write the total duration of tenure and not necessarily date of joining/leaving.
These form should be issued at least three days before leaving the organisation and the employee can drop the duly filled exit interview form in a suggestion box. Suggestion box should be opened only once in a month in the presence of two to three person from other department.
This way having no fear of disclosing identity the employees will give real feedback
Thanks and Regards,
Bahubali
From India, Mumbai
I nice format. However an employee while leaving will not necessarily give you the actual reasons for leaving, to avoid any unpleasantness.
So the best way to get a good feedback is to make the format more objective and the identity of the employee should be kept confidential. So the name designation all these things should be optional and not compulsory. Employee may be asked to write the total duration of tenure and not necessarily date of joining/leaving.
These form should be issued at least three days before leaving the organisation and the employee can drop the duly filled exit interview form in a suggestion box. Suggestion box should be opened only once in a month in the presence of two to three person from other department.
This way having no fear of disclosing identity the employees will give real feedback
Thanks and Regards,
Bahubali
From India, Mumbai
Dear All,
I appreciate the efforts put in by the members to design this comprehensive exit interview form which I feel will help us a lot.
I personally feel that in addition to Exit Interview Form we should ask subjective questions to the reisgned employee based on his job profile, the division in which he working to find out the reasons for his resignation.
No doubt Exit Interview Form is a powerful tool of knowing the reasons of resignation but more inputs can be gathered with one to personal interaction where the resigned employees feel there is some one who wana listen to him.So an exit interview should have more of a human touch and should be followed by an exit interview form.
Regards,
Sumit
From India, Mumbai
I appreciate the efforts put in by the members to design this comprehensive exit interview form which I feel will help us a lot.
I personally feel that in addition to Exit Interview Form we should ask subjective questions to the reisgned employee based on his job profile, the division in which he working to find out the reasons for his resignation.
No doubt Exit Interview Form is a powerful tool of knowing the reasons of resignation but more inputs can be gathered with one to personal interaction where the resigned employees feel there is some one who wana listen to him.So an exit interview should have more of a human touch and should be followed by an exit interview form.
Regards,
Sumit
From India, Mumbai
hii dixita,
it is very nice to see such a good format.
will you please help me to solve my queries??
actually I find it bit irrelevant to take exit interview because exit interview can just provide us with such information tht what things are there on which we need to improve.
but do you think tht implementation of all the suggessions is done in the company though the suggession is relevant????????
or they are mostly thought as just a formality???????
one more thing that i was thinking is : do the employee who is leaving the firm will provide you with the genuine feedback?????? if yes what is his/her benifit in doing tht???????????
From India, Bhopal
it is very nice to see such a good format.
will you please help me to solve my queries??
actually I find it bit irrelevant to take exit interview because exit interview can just provide us with such information tht what things are there on which we need to improve.
but do you think tht implementation of all the suggessions is done in the company though the suggession is relevant????????
or they are mostly thought as just a formality???????
one more thing that i was thinking is : do the employee who is leaving the firm will provide you with the genuine feedback?????? if yes what is his/her benifit in doing tht???????????
From India, Bhopal
Hi,
Being in HR we need to streamline lot of things in the system and exit interview is one of the ways to do it.
I represent a company which has very less attrition.
We can't expect employees do be 100% true to us. But we understand the pain of loosing a good resource and hence find out his/her interest to us again in future. and most of the time the reply is "yes"
From India, Bangalore
Being in HR we need to streamline lot of things in the system and exit interview is one of the ways to do it.
I represent a company which has very less attrition.
We can't expect employees do be 100% true to us. But we understand the pain of loosing a good resource and hence find out his/her interest to us again in future. and most of the time the reply is "yes"
From India, Bangalore
Hi Dear i was searching some good questions for Exit Interview and came through ur form. its really wonderful you have really done good job. keep it up dear :lol:
Thanks dixita,
thanksfor solving my query. I am very sorry again to put a last query for you.
It is easy for a firm to take exit inerview where there are less attrition but what abt the the firm where the attrition rate is very high??
would exit interview will be the right way for them to correct their processes????
with regards
neha
From India, Bhopal
thanksfor solving my query. I am very sorry again to put a last query for you.
It is easy for a firm to take exit inerview where there are less attrition but what abt the the firm where the attrition rate is very high??
would exit interview will be the right way for them to correct their processes????
with regards
neha
From India, Bhopal
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Exit.xls
Exit-interview_ 195.doc