Hi friends, This is Mohan and i am here to just share some information on "Exit Interview". I hope this information would me more useful to us.
From India, Tiruchchirappalli
57From India, Tiruchchirappalli
nice posting Mohan... However, I have a query, do you think we may receive relevant information if we have only open ended questions in Exit Interview form ? Please give your views. Surabhi
From Germany, Frankfurt Am Main
From Germany, Frankfurt Am Main
Hi!
I am doing my research on "Exit interviews and its impact on Retention Management" and for this research am conducting a random sampling.
Would love to know if any of you can help me complete my research by filling in my questionnaire.
I am open to any of your Thoughts, idea's and suggestions on this topic.
Thank you!
Regards,
Poonam
From India, Madras
I am doing my research on "Exit interviews and its impact on Retention Management" and for this research am conducting a random sampling.
Would love to know if any of you can help me complete my research by filling in my questionnaire.
I am open to any of your Thoughts, idea's and suggestions on this topic.
Thank you!
Regards,
Poonam
From India, Madras
Dear Mohan,
The Exit Interview format attached, seems to be good. However, whatever format one uses to get the feedback from the outgoing employees, I don't think that HR will get the real feedback. I experienced three types of responses - first, 80 to 90% positive; second, similar percentage of negativity and third one - 10% sincere feedback. The first slot consists of people, who were in the good book (in all respects) and wanted to remain in the good book even after leaving the services (as they believe that the world is too small and for any reason if they wanted to come back things should be in their favour and as such why to give a negative remark - even if the experience was bad) and as such they always represent the facts with positive remarks. The second slot are the rebels and might have compelled to leave, and as such their response are always seen negative and even they criticize the exit interview process. The third slot really wanted to bring out their bad/good experience in black and white and they give a real/correct feedback. Therefore, while conducting the Exit interview, the HR people need to segregate the outgoing employees in the above category to analyse the real/correct feed back and then recommend for corrective measures.
All the best,
Gopal
From India, Jaipur
The Exit Interview format attached, seems to be good. However, whatever format one uses to get the feedback from the outgoing employees, I don't think that HR will get the real feedback. I experienced three types of responses - first, 80 to 90% positive; second, similar percentage of negativity and third one - 10% sincere feedback. The first slot consists of people, who were in the good book (in all respects) and wanted to remain in the good book even after leaving the services (as they believe that the world is too small and for any reason if they wanted to come back things should be in their favour and as such why to give a negative remark - even if the experience was bad) and as such they always represent the facts with positive remarks. The second slot are the rebels and might have compelled to leave, and as such their response are always seen negative and even they criticize the exit interview process. The third slot really wanted to bring out their bad/good experience in black and white and they give a real/correct feedback. Therefore, while conducting the Exit interview, the HR people need to segregate the outgoing employees in the above category to analyse the real/correct feed back and then recommend for corrective measures.
All the best,
Gopal
From India, Jaipur
Dear Mr. Mohan and Friends,
Good information and also thanks for your courtesy to share the same.
I take this opportunity to add some points for quieting of employees from organization
1- Conflicts between Boss / co-workers
2- O C (Org Culture) related.
3- Personal inconveniences
This may also be looked into.
Murali.T
From India, Calicut
Good information and also thanks for your courtesy to share the same.
I take this opportunity to add some points for quieting of employees from organization
1- Conflicts between Boss / co-workers
2- O C (Org Culture) related.
3- Personal inconveniences
This may also be looked into.
Murali.T
From India, Calicut
Dear Mr. Mohan,
We follow more or less kind of questioner but hardly any employee gives the honest answer!!!
And even hardly any person from the management side reads it!! I think it is just a formality which company does!
Khyati Pandya
HR
Ahmedabad
From India, Ahmadabad
We follow more or less kind of questioner but hardly any employee gives the honest answer!!!
And even hardly any person from the management side reads it!! I think it is just a formality which company does!
Khyati Pandya
HR
Ahmedabad
From India, Ahmadabad
Thanks a lot Mr. Mohanasundaram for your sharing.
However, will the leaving employee give us the right information or fill the form with interest if it is an open ended question??
We may give him options like fair/ good/ not good etc...
Please comment...
Rgds,
However, will the leaving employee give us the right information or fill the form with interest if it is an open ended question??
We may give him options like fair/ good/ not good etc...
Please comment...
Rgds,
Hi Surabhi,
In Most of the times the open ended question will give us a exact picture of the scenario. According to my view only with open ended questions we can get the clear cut picture or the exact opinion of the end user. If it is of the close ended question we cannot analyze the reason and take decisions according to that and hence we prefer for the open ended questions. Hi friends if you have anything to add on this please let me know.
From India, Tiruchchirappalli
In Most of the times the open ended question will give us a exact picture of the scenario. According to my view only with open ended questions we can get the clear cut picture or the exact opinion of the end user. If it is of the close ended question we cannot analyze the reason and take decisions according to that and hence we prefer for the open ended questions. Hi friends if you have anything to add on this please let me know.
From India, Tiruchchirappalli
Hi Poonam, You can go ahead and send me a questionnaire. I will try to help you in order to complete your research. I hope that i can learn a lot from your questionnaire.
From India, Tiruchchirappalli
From India, Tiruchchirappalli
Hi Friends,
First of all i would like to thank all the persons for their views and their valuable comments.
Mr.Gopal,
I accept your view but according to my view that its hard to segregate like this when we are conducting the process. Similarly its true that most of the person doesn't reveal the exact reason due to various reasons. But as a H.R we should be in a position to explain the process and its needs so that they may tell the exact reason. This is my opinion. If you have any other suggestions please go ahead..
From India, Tiruchchirappalli
First of all i would like to thank all the persons for their views and their valuable comments.
Mr.Gopal,
I accept your view but according to my view that its hard to segregate like this when we are conducting the process. Similarly its true that most of the person doesn't reveal the exact reason due to various reasons. But as a H.R we should be in a position to explain the process and its needs so that they may tell the exact reason. This is my opinion. If you have any other suggestions please go ahead..
From India, Tiruchchirappalli
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 interview-form. docx
Exit Interview.zip