Dear All I want to prepare an exit Interview form for Medical representatives. Can anyone help me in this? Thanks & Regards Archana
From India, Mumbai
From India, Mumbai
I have posted today a manual on Interviews. Page 24 carries a format on Exit Interviws whcih you may be able to adapt to your needs. Prof.Lakshman
From Sri Lanka, Kolonnawa
32From Sri Lanka, Kolonnawa
Hi Archana, :D
Please go through this information on exit interviews as well as the attachment, it will surely provide you details you are looking for.
Exit interviews give an opportunity for a company to find out why there is a problem and fix it. Companies can also learn a tonne of information if they conduct the exit interviews correctly. Further, they can also be used as a catalyst for change. Interestingly, a growing number of HR professionals in India are acting on the information gathered during exit interviews and also responding to the feedback from exit interviews.
An exit interview is a very good opportunity to find out how to recruit and retain employees. At some companies exit interviews are done for two reasons: One is to communicate information to an employee about what happens to their benefits and checking account. The other reason is to get information about the experience they had working for the company. These companies try to separate on a good note.
To make an exit interview successful, the trick is to make the exiting employee comfortable. An effective exit interview can be done by:
# Making it clear that the information will not be used against exiting workers.
# Explain that their insight can help improve the organisation.
# Bosses should consider using a third party to conduct the exit interview.
# Even an employee who is leaving may feel uncomfortable discussing certain topics, such as office politics, with his or her current supervisor.
# The company should never ignore an exiting employee's claim of mistreatment or discrimination.
# The bosses should ask the right questions, which are open-ended and general at first, but specific later.
# Studies have found that some companies don't follow through with the information gleaned from exit interviews. The information that the organisations get may never end up as data. They never look for trends.
#To avoid this, it's important to think systematically with exit interviews.
# Conduct exit surveys, exit interviews, and in some cases, do follow-up interviews.
There is strategic value in exit interviews, as companies can better understand as to why employees leave. This helps them to become good employers in future.
Cheers
Archna :D
From India, Delhi
Please go through this information on exit interviews as well as the attachment, it will surely provide you details you are looking for.
Exit interviews give an opportunity for a company to find out why there is a problem and fix it. Companies can also learn a tonne of information if they conduct the exit interviews correctly. Further, they can also be used as a catalyst for change. Interestingly, a growing number of HR professionals in India are acting on the information gathered during exit interviews and also responding to the feedback from exit interviews.
An exit interview is a very good opportunity to find out how to recruit and retain employees. At some companies exit interviews are done for two reasons: One is to communicate information to an employee about what happens to their benefits and checking account. The other reason is to get information about the experience they had working for the company. These companies try to separate on a good note.
To make an exit interview successful, the trick is to make the exiting employee comfortable. An effective exit interview can be done by:
# Making it clear that the information will not be used against exiting workers.
# Explain that their insight can help improve the organisation.
# Bosses should consider using a third party to conduct the exit interview.
# Even an employee who is leaving may feel uncomfortable discussing certain topics, such as office politics, with his or her current supervisor.
# The company should never ignore an exiting employee's claim of mistreatment or discrimination.
# The bosses should ask the right questions, which are open-ended and general at first, but specific later.
# Studies have found that some companies don't follow through with the information gleaned from exit interviews. The information that the organisations get may never end up as data. They never look for trends.
#To avoid this, it's important to think systematically with exit interviews.
# Conduct exit surveys, exit interviews, and in some cases, do follow-up interviews.
There is strategic value in exit interviews, as companies can better understand as to why employees leave. This helps them to become good employers in future.
Cheers
Archna :D
From India, Delhi
Dear Archana,
Adding to the topic of Exit Interview I would like to know that is it necessary that your boss would conduct the exit interview .And if your boss is bias i.e. he himself do the discrimination againt the person who resigns than what.
Regards
Srishti
From India, Bangalore
Adding to the topic of Exit Interview I would like to know that is it necessary that your boss would conduct the exit interview .And if your boss is bias i.e. he himself do the discrimination againt the person who resigns than what.
Regards
Srishti
From India, Bangalore
hi all,
I wanted help on exist interview. I am trying to prepare a questionnaire on exist interview. But want some help on the end picture as in what all analysis are done from these filled exist interview forms.
If any one can upload sample of report would be a great help or can mail @
Please help asap its on urgent basis.
From India, Pune
I wanted help on exist interview. I am trying to prepare a questionnaire on exist interview. But want some help on the end picture as in what all analysis are done from these filled exist interview forms.
If any one can upload sample of report would be a great help or can mail @
Please help asap its on urgent basis.
From India, Pune
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EXIT INTERVIEWS.doc