Dear Team,
First of all, I wish you a very Happy New Year ahead!
I've been working as an HR generalist for the past few years. My company is planning to implement an exit interview to reduce the attrition rate. Please share your suggestions on the points to be included in the interview.
Warm Regards,
Reshmy
From India, Thiruvananthapuram
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First of all, I wish you a very Happy New Year ahead!
I've been working as an HR generalist for the past few years. My company is planning to implement an exit interview to reduce the attrition rate. Please share your suggestions on the points to be included in the interview.
Warm Regards,
Reshmy
From India, Thiruvananthapuram
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Dear Reshmy,
Please find below some points to include in your exit interview:
- What are the two most crucial reasons for your resignation?
- Is there anything that could have been done differently that may have affected your decision to leave?
- Would you like to rejoin the organization in the future? Are there any prerequisites?
- How did you find the morale in your team and the company?
- What are the major areas that need improvement in the organization?
- What were the three positive elements you saw in the organization?
- Did you experience growth in terms of level and responsibilities with adequate inputs/training?
- Was the job satisfying? Did it add value to your knowledge base/career?
- Were you respected as an individual?
- Do you feel that you were fairly compensated for your position?
- Did you feel your manager/organization provided you with enough freedom and space to allow your creativity to blossom?
- How does your new assignment/job compare with that in Envision, in terms of job specifications, designation, and compensation?
- Do you have any tips to help us find your replacement?
- Additional comments if any?
These are the points I could think of... you will get some more important points from our seniors... so go through all and make one that suits your organization.
Thanks,
Shaq
From Saudi Arabia, Riyadh
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6Please find below some points to include in your exit interview:
- What are the two most crucial reasons for your resignation?
- Is there anything that could have been done differently that may have affected your decision to leave?
- Would you like to rejoin the organization in the future? Are there any prerequisites?
- How did you find the morale in your team and the company?
- What are the major areas that need improvement in the organization?
- What were the three positive elements you saw in the organization?
- Did you experience growth in terms of level and responsibilities with adequate inputs/training?
- Was the job satisfying? Did it add value to your knowledge base/career?
- Were you respected as an individual?
- Do you feel that you were fairly compensated for your position?
- Did you feel your manager/organization provided you with enough freedom and space to allow your creativity to blossom?
- How does your new assignment/job compare with that in Envision, in terms of job specifications, designation, and compensation?
- Do you have any tips to help us find your replacement?
- Additional comments if any?
These are the points I could think of... you will get some more important points from our seniors... so go through all and make one that suits your organization.
Thanks,
Shaq
From Saudi Arabia, Riyadh
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Dear Reshmy,
I am providing some links below in reference to your query. I hope they might be of some help to you:
- https://www.citehr.com/122503-exit-interview-form.html#510411
- https://www.citehr.com/441110-employee-exit-form.html#1993493
Please let me know if you need any further assistance.
Thank you.
From India, Mumbai
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I am providing some links below in reference to your query. I hope they might be of some help to you:
- https://www.citehr.com/122503-exit-interview-form.html#510411
- https://www.citehr.com/441110-employee-exit-form.html#1993493
Please let me know if you need any further assistance.
Thank you.
From India, Mumbai
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Dear Reshmy,
I am sure you have found the best format suitable for your requirement. However, since you are designing, I request you to ponder a little.
What would you want to know from someone who worked at least 8.5 hours for 5 days a week, doing what he or she was hired for, during their employment? We know most often it's the money that brought them here. Yet, what kept them within the organization until they were there? What were the things that they looked forward to every Monday, despite the Monday work pressure?
There can be a zillion reasons that make an employee move out of the organization. Most of them are generic, such as money or growth opportunity. What was the threshold reason leading to the decision to change the job? You are most likely to come across a unique reason for almost every employee.
If you focus the interview to find the faults in your system and an 'after-action review', you are most likely to find the answers supporting your questions. Please do consider this as a 'relationship-building' initiative, as much as you did when the talent was first short-listed and interviewed. If you plan to build an organization alumni, then the exit interview is the best time for you to start. A talent leaving today might be a better fit for you tomorrow or even a connection to the talent pool you would want to hire. Please consider the infinite possibilities that can be there. Wish you all the best!
From India, Mumbai
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I am sure you have found the best format suitable for your requirement. However, since you are designing, I request you to ponder a little.
What would you want to know from someone who worked at least 8.5 hours for 5 days a week, doing what he or she was hired for, during their employment? We know most often it's the money that brought them here. Yet, what kept them within the organization until they were there? What were the things that they looked forward to every Monday, despite the Monday work pressure?
There can be a zillion reasons that make an employee move out of the organization. Most of them are generic, such as money or growth opportunity. What was the threshold reason leading to the decision to change the job? You are most likely to come across a unique reason for almost every employee.
If you focus the interview to find the faults in your system and an 'after-action review', you are most likely to find the answers supporting your questions. Please do consider this as a 'relationship-building' initiative, as much as you did when the talent was first short-listed and interviewed. If you plan to build an organization alumni, then the exit interview is the best time for you to start. A talent leaving today might be a better fit for you tomorrow or even a connection to the talent pool you would want to hire. Please consider the infinite possibilities that can be there. Wish you all the best!
From India, Mumbai
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My suggestion is to relook at the attrition aspect from all possible angles. Exit interview feedback can only help to understand one aspect of attrition and may not necessarily contribute to reducing the attrition rate. One practical approach to decreasing turnover could be to streamline the end-to-end separation process with HR intervention at an early stage to counsel employees and encourage them to withdraw their resignation.
If you are interested, I could recommend a useful tool for this. It is a fantastic software product developed by a Bangalore-based company. For more details, you can contact Mr. Jagadish Babu from Greytip Software at Cell: 9880739002 or email: jagadish@greytip.com.
From India, Bangalore
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If you are interested, I could recommend a useful tool for this. It is a fantastic software product developed by a Bangalore-based company. For more details, you can contact Mr. Jagadish Babu from Greytip Software at Cell: 9880739002 or email: jagadish@greytip.com.
From India, Bangalore
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Exit interview questions.pdf
Exit interview-form. docx