Hi Members,
Could anyone share information on the preparation of a report that summarizes the data collected after conducting the exit interview? This report would be given to senior management in cases where the employee prefers not to have their answers visible to top management. I am desperately seeking this report! Please do reply.
From India, Calcutta
Acknowledge(0)
Amend(0)
6Could anyone share information on the preparation of a report that summarizes the data collected after conducting the exit interview? This report would be given to senior management in cases where the employee prefers not to have their answers visible to top management. I am desperately seeking this report! Please do reply.
From India, Calcutta
Acknowledge(0)Amend(0)
Hi,
I don't have the exact format with me, but I can give you an idea about the same. The details are as follows:
1. Employee's complete information
2. His experience with the company
3. Experience with seniors
4. Experience with juniors
5. Reason for leaving the organization
6. Willingness to inform about the next assignment
7. In the future, if given a chance, would like to join again.
I hope this information will help you.
Regards,
Amit Seth.
From India, Ahmadabad
Acknowledge(0)Amend(0)
I don't have the exact format with me, but I can give you an idea about the same. The details are as follows:
1. Employee's complete information
2. His experience with the company
3. Experience with seniors
4. Experience with juniors
5. Reason for leaving the organization
6. Willingness to inform about the next assignment
7. In the future, if given a chance, would like to join again.
I hope this information will help you.
Regards,
Amit Seth.
From India, Ahmadabad
Acknowledge(0)Amend(0)
Thank you, Amit, for the information. However, this is not what I am looking for. These are the questions that the employee would answer. I am looking for a report that I would prepare. You can call this a summary. Below is what I have prepared, but I don't think it's appropriate.
From India, Calcutta
Acknowledge(0)Amend(0)
From India, Calcutta
Acknowledge(0)Amend(0)
Dear Vibgyor,
The thing you have mentioned is almost similar to what I suggested. The only additional things you have added are:
- Can he be retained?
- What are the suggestions to retain him?
That's a good point you have added. From my perspective, the format you have prepared is almost correct. However, there are some mistakes:
Would the candidate join the company in the future?
You have also missed including the complete information of the employee. Please include the E-Code, DOJ, and DOR as well. This is important for identification purposes as there may be multiple persons with the same name.
I have corrected the mistake in red color.
Regards,
Amit Seth.
From India, Ahmadabad
Acknowledge(0)Amend(0)
The thing you have mentioned is almost similar to what I suggested. The only additional things you have added are:
- Can he be retained?
- What are the suggestions to retain him?
That's a good point you have added. From my perspective, the format you have prepared is almost correct. However, there are some mistakes:
Would the candidate join the company in the future?
You have also missed including the complete information of the employee. Please include the E-Code, DOJ, and DOR as well. This is important for identification purposes as there may be multiple persons with the same name.
I have corrected the mistake in red color.
Regards,
Amit Seth.
From India, Ahmadabad
Acknowledge(0)Amend(0)
Dear Vibgyor,
For your Exit Interview Report, align the data you have collected from the associates under different categories. Do analysis with the categories and make possible correlations. Now, with the available values, you can create the Executive Summary Report of Attritions. For example, correlations like Designation vs. Reasons for Leaving the Organizations, etc.
Thank you.
From Qatar, Doha
Acknowledge(0)Amend(0)
For your Exit Interview Report, align the data you have collected from the associates under different categories. Do analysis with the categories and make possible correlations. Now, with the available values, you can create the Executive Summary Report of Attritions. For example, correlations like Designation vs. Reasons for Leaving the Organizations, etc.
Thank you.
From Qatar, Doha
Acknowledge(0)Amend(0)
Dear,
I am doing my Ph.D. in retention, and I have to conduct exit interviews. My questionnaire is ready, but I would like to know how you conducted it. Please let me know how you collected the database. I want the data from ITES companies. Please tell me if you know somebody who can help with that. Kindly help.
My email id is sudhanarasi_220673@yahoo.co.in.
Thanking you,
Regards,
Mrs. S. Sudhanarasimhan :) :)
Acknowledge(0)Amend(0)
I am doing my Ph.D. in retention, and I have to conduct exit interviews. My questionnaire is ready, but I would like to know how you conducted it. Please let me know how you collected the database. I want the data from ITES companies. Please tell me if you know somebody who can help with that. Kindly help.
My email id is sudhanarasi_220673@yahoo.co.in.
Thanking you,
Regards,
Mrs. S. Sudhanarasimhan :) :)
Acknowledge(0)Amend(0)
Hi,
I think all the suggestions given were extremely good. I would just like to add that you need to be absolutely clear about the objective in presenting this data to the senior management. Are they looking primarily at the stats of the attrition in the organization or are they already aware of the same and focusing more on the retention strategies?
This would enable you to make the presentation answering directly to what they are looking for. For instance, if it is the former case, then you should perhaps focus more on number crunching - generate slides as per the attrition percentage level-wise, performers-wise (how many high performers have left the org vis-a-vis the non-performers, group-wise, etc.). But if it is the latter, then this information can be used only as an introduction to the presentation (maybe a slide to show what they are there for) but the focus should be on what are the necessary steps that you would be taking on retaining the employees.
Usually, the retention strategies that are thought about are actually a result of the exit interviews taken - I am sure that in your exit interview, you do ask the employee about his reason for leaving - you could introduce the topic of retention strategies based on the number of people who have mentioned, say, a higher compensation as a reason for leaving, or issues with seniors (if that is a major concern).
You could perhaps delve into the analysis as to what can be done about the pay scales or hierarchy in the organization (depending on what the exit employees have answered).
However, from my personal experience, I think only suggestions should be given in the presentation. You should leave the actual decision-making to the management and EXPRESS that too in the presentation. If you keep repeating your point, then it might help in them registering what you think, but it also might be taken as an infringement on their actual authority.
Hope my tips help you! Good luck!
Regards
From India, Gurgaon
Acknowledge(0)Amend(0)
I think all the suggestions given were extremely good. I would just like to add that you need to be absolutely clear about the objective in presenting this data to the senior management. Are they looking primarily at the stats of the attrition in the organization or are they already aware of the same and focusing more on the retention strategies?
This would enable you to make the presentation answering directly to what they are looking for. For instance, if it is the former case, then you should perhaps focus more on number crunching - generate slides as per the attrition percentage level-wise, performers-wise (how many high performers have left the org vis-a-vis the non-performers, group-wise, etc.). But if it is the latter, then this information can be used only as an introduction to the presentation (maybe a slide to show what they are there for) but the focus should be on what are the necessary steps that you would be taking on retaining the employees.
Usually, the retention strategies that are thought about are actually a result of the exit interviews taken - I am sure that in your exit interview, you do ask the employee about his reason for leaving - you could introduce the topic of retention strategies based on the number of people who have mentioned, say, a higher compensation as a reason for leaving, or issues with seniors (if that is a major concern).
You could perhaps delve into the analysis as to what can be done about the pay scales or hierarchy in the organization (depending on what the exit employees have answered).
However, from my personal experience, I think only suggestions should be given in the presentation. You should leave the actual decision-making to the management and EXPRESS that too in the presentation. If you keep repeating your point, then it might help in them registering what you think, but it also might be taken as an infringement on their actual authority.
Hope my tips help you! Good luck!
Regards
From India, Gurgaon
Acknowledge(0)Amend(0)
Dear Member,
What I do for my company is collect the data (e.g., 25 exit interview forms) and analyze it question by question. For example, the respondents of question 1 were asked, "What was the primary reason for your resignation?" The options provided were:
a) Got a better opportunity elsewhere
b) Relationship problems (peer-to-peer, supervisor relationship)
c) No growth prospects in this organization
d) Because of salary and incentives
e) If any other reason, please specify
After gathering the responses, I analyze them. For instance, 25% of the respondents mentioned they left for better opportunities elsewhere, while 60% cited salary and incentives as the reason for their resignation. I then create visual presentations such as charts and graphs.
Next, I categorize the answers into groups based on themes such as job dissatisfaction, salary incentives, and relationships. I compile these findings to prepare the final result and create a presentation to deliver the results.
Best regards,
Shweta
From India, Gurgaon
Acknowledge(0)Amend(0)
What I do for my company is collect the data (e.g., 25 exit interview forms) and analyze it question by question. For example, the respondents of question 1 were asked, "What was the primary reason for your resignation?" The options provided were:
a) Got a better opportunity elsewhere
b) Relationship problems (peer-to-peer, supervisor relationship)
c) No growth prospects in this organization
d) Because of salary and incentives
e) If any other reason, please specify
After gathering the responses, I analyze them. For instance, 25% of the respondents mentioned they left for better opportunities elsewhere, while 60% cited salary and incentives as the reason for their resignation. I then create visual presentations such as charts and graphs.
Next, I categorize the answers into groups based on themes such as job dissatisfaction, salary incentives, and relationships. I compile these findings to prepare the final result and create a presentation to deliver the results.
Best regards,
Shweta
From India, Gurgaon
Acknowledge(0)Amend(0)
Yes, I work with Excel sheets. I handle the data entry for each form by writing questions in a column, leaving space for answers, and then entering the responses of each respondent row by row. I calculate their responses using the sum function in Excel and then determine their percentage using the average function. I create charts using the chart wizard. You will need to explain the results yourself.
I have attached an Excel sheet to this email. Please take a look at it to get some ideas.
Shweta
From India, Gurgaon
Acknowledge(0)Amend(0)
I have attached an Excel sheet to this email. Please take a look at it to get some ideas.
Shweta
From India, Gurgaon
Acknowledge(0)Amend(0)
What I do for my organization and also to present the data to the Senior Management is that I go by quarter end. So, at the end of each quarter, I collect the data and analyze it on a few parameters:
1. Reason for leaving
2. Length of time the individual has been with the organization
3. Level of the individual who has resigned - to see which level employees are resigning the most
4. Month-wise attrition
5. Type of separation (resignation, termination, absconding)
If we have this data, the management will be able to work on good retention measures, as salary is not always the sole criterion for leaving a job.
Cordially,
Preet
From India, Bangalore
Acknowledge(0)Amend(0)
1. Reason for leaving
2. Length of time the individual has been with the organization
3. Level of the individual who has resigned - to see which level employees are resigning the most
4. Month-wise attrition
5. Type of separation (resignation, termination, absconding)
If we have this data, the management will be able to work on good retention measures, as salary is not always the sole criterion for leaving a job.
Cordially,
Preet
From India, Bangalore
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Employee Exit Interview Form.doc
EMPLOYEE EXIT INTERVIEW FORMAT.pdf