Dear All,
Plz. let me know the real purpose of exit interview,
1) To retain the outgoing employee? or analyzing the factors for which he/she is going and try to overcome these for existing employees?
2) On What time this interview be scheduled at the final day of outgoing employee or when he/she serves his notice period?
Here are Some
Exit interviews conducted by internal HR are a waste of time.
No sensible departee would speak the truth. He has no control to defend himself if his feedback is misinterpreted or if it ends up brushing some one at wrong edge.
By being honest, individual risks few things but gains nothing.
It’s also too late to try to train the individual (unless only issue is salary and you can counter offer that).
In most cases individuals have taken efforts to analyze pro and cons already.
1) Exit interview means questioning the employee to know about the reason for leaving the company
2) It is normally taken at the last working day.
3) In some companies it is taken by the HR only OR in some it is done cross functionally i.e. apart from his OR her reporting head.
4) The main purpose: To know the reason for leaving; 2ndly to ascertain the reason at what time one made up his mind to resign; thirdly, the main to keep in our records and analyse on the same, make retention strategies based on the same, will help to counsel and take corrective actions. Can be very useful to curtail the attrition rate. HR can make an MIS and analyse the reasons why each employee has left and frame strategies to control the same.
The purpose of exit interview is not just limited to know the reason of employee's leaving but also to learn from the out going employees about various positive & negative aspects and take requisite steps to address them accordingly.
Exit Interview is expected to be over on or before last day of working and it should be conducted either by the Sr.most person of the office or some body authorised by him/her. Exit Interview should also be kept under utmost confidentiality.
Purpose:
1. Identify causes why employees leave and address them to improve retention of existing employees.
2. Communicate to concerned departments issues identified by exiting employees for possible opportunities for growth.
3. Gather information regarding existing policies and procedures to help improve them and make them more employee-friendly.
When are they done:
1. Anytime between the moment the employee tenders and the last day. This is part of his/her clearance.
2. Some companies just issue questionnaires to avoid too much hassle from both ends. This way, the employee can be more candid in answering the questions.
3. Some companies supplement the survey with a face-to-face interview especially if the position of the exiting employee is a key post. This way, the company can gather more information and clarify the issues as well.
From India, Coimbatore
733Plz. let me know the real purpose of exit interview,
1) To retain the outgoing employee? or analyzing the factors for which he/she is going and try to overcome these for existing employees?
2) On What time this interview be scheduled at the final day of outgoing employee or when he/she serves his notice period?
Here are Some
Exit interviews conducted by internal HR are a waste of time.
No sensible departee would speak the truth. He has no control to defend himself if his feedback is misinterpreted or if it ends up brushing some one at wrong edge.
By being honest, individual risks few things but gains nothing.
It’s also too late to try to train the individual (unless only issue is salary and you can counter offer that).
In most cases individuals have taken efforts to analyze pro and cons already.
1) Exit interview means questioning the employee to know about the reason for leaving the company
2) It is normally taken at the last working day.
3) In some companies it is taken by the HR only OR in some it is done cross functionally i.e. apart from his OR her reporting head.
4) The main purpose: To know the reason for leaving; 2ndly to ascertain the reason at what time one made up his mind to resign; thirdly, the main to keep in our records and analyse on the same, make retention strategies based on the same, will help to counsel and take corrective actions. Can be very useful to curtail the attrition rate. HR can make an MIS and analyse the reasons why each employee has left and frame strategies to control the same.
The purpose of exit interview is not just limited to know the reason of employee's leaving but also to learn from the out going employees about various positive & negative aspects and take requisite steps to address them accordingly.
Exit Interview is expected to be over on or before last day of working and it should be conducted either by the Sr.most person of the office or some body authorised by him/her. Exit Interview should also be kept under utmost confidentiality.
Purpose:
1. Identify causes why employees leave and address them to improve retention of existing employees.
2. Communicate to concerned departments issues identified by exiting employees for possible opportunities for growth.
3. Gather information regarding existing policies and procedures to help improve them and make them more employee-friendly.
When are they done:
1. Anytime between the moment the employee tenders and the last day. This is part of his/her clearance.
2. Some companies just issue questionnaires to avoid too much hassle from both ends. This way, the employee can be more candid in answering the questions.
3. Some companies supplement the survey with a face-to-face interview especially if the position of the exiting employee is a key post. This way, the company can gather more information and clarify the issues as well.
From India, Coimbatore
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Exit interview-form. docx
Exit Interview.zip