Hi Can anyone provides the format of Exit Interview Questionaire. Thanks for your continued support. Regards, Nawaz
From Kuwait, Kuwait
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48From Kuwait, Kuwait
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please check if this is of any use.....i thnk this will solve your purpose....
From India, New Delhi
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From India, New Delhi
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Hi Nawaz, Find enclosed one more sample format of the same... Regards, Amit Seth.
From India, Ahmadabad
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From India, Ahmadabad
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Hi Nawaz, Enclosed is an Exit Interview questionnaire. Hope it is useful. Regards Lakshmi
From India, Madurai
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From India, Madurai
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Hey Check if this is of some help..I found it here on this site itself...
From India, Delhi
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From India, Delhi
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hi, greetings!!! herewith i am enclosing a file on exit interviews. I hope it will helpful to you.... regards
From India, Madras
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From India, Madras
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Hi Nawaz,
I am sure you have received ample formats for the exit interview. I would like to thank all the members for the same.
While I would like to mention some useful tips as herein:
1. Please conduct this exercise on his/her the last day when you have shown the F & F settlement to the would-be ex-employee and assure that he/she would get the same once he/she completes the exit interview process.
2. Also, use this opportunity to build an atmosphere of trust and faith that her comments would not be used in a retributive manner and the whole exercise is geared up to improve the working conditions of the company.
3. Also, use the time to probe the points as mentioned in the exit interview format by the would-be ex-employee.
4. At the end of the meeting, prepare the summary of the discussions and also proposed action points to be reviewed, which should be sent to the Top Management for comments and review.
Best Wishes,
Rajat Joshi
From India, Pune
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I am sure you have received ample formats for the exit interview. I would like to thank all the members for the same.
While I would like to mention some useful tips as herein:
1. Please conduct this exercise on his/her the last day when you have shown the F & F settlement to the would-be ex-employee and assure that he/she would get the same once he/she completes the exit interview process.
2. Also, use this opportunity to build an atmosphere of trust and faith that her comments would not be used in a retributive manner and the whole exercise is geared up to improve the working conditions of the company.
3. Also, use the time to probe the points as mentioned in the exit interview format by the would-be ex-employee.
4. At the end of the meeting, prepare the summary of the discussions and also proposed action points to be reviewed, which should be sent to the Top Management for comments and review.
Best Wishes,
Rajat Joshi
From India, Pune
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Exit interviews are conducted for the betterment of the organization.
Exit interviews involve knowledge transfer.
It is the time when I am sure any employee will come out with the truth to the best of their ability.
Empathy must be present while conducting exit interviews.
As an HR person, ensure that the points raised by the employee are taken care of.
Exit interviews should be conducted for both employees who have resigned and those who have been terminated.
Exit interviews for terminated employees should be conducted with extra care.
Some points and articles on how to conduct exit interviews:
"The Art of Exit Interview"
Ask the right questions - While you may have many questions in mind, do not ask irrelevant questions about personal life. Only offer help if you are able to. Here are some questions you may want to ask:
- Why did you join this organization?
- What did you like and dislike most about this company?
- What prompted you to look for a new job?
- What is most appealing about the new position?
- How would you rate your supervisors and peers?
- What are your suggestions for improving the organization?
Click the link to continue: http://www.careerindia.com/careerhub/workplacewatch/adayatwork/311001exit.html
"Exit interviews and Knowledge transfer - tips for employees and employers, sample questions and answers"
Exit interviews are interviews conducted with departing employees just before they leave. From the employer's perspective, the primary aim of the exit interview is to learn the reasons for the person's departure, with the belief that criticism is a helpful driver for organizational improvement. Exit interviews are also an opportunity for the organization to facilitate the transfer of knowledge and experience from the departing employee to a successor or replacement, or to brief a team on current projects, issues, and contacts. Good exit interviews should provide useful information about the employer organization to assess and improve all aspects of the working environment, culture, processes, systems, management, and development, among other things that affect the quality of the organization. Many employers overlook the opportunity that exit interviews offer because they have not been practiced in the past, and starting them is a challenging initiative due to the potentially subjective and 'fuzzy' nature of the results, the time involved, and the unspoken corporate desire to avoid criticism. However, exit interviews are a unique chance to survey and analyze the opinions of departing employees, who are generally more forthcoming, constructive, and objective than staff still employed. Departing employees, once leaving an organization, are liberated and therefore provide a richer source of objective feedback compared to employed staff responding to regular staff attitude surveys.
Click the link to continue: http://www.businessballs.com/exitinterviews.htm
From India, Coimbatore
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Exit interviews involve knowledge transfer.
It is the time when I am sure any employee will come out with the truth to the best of their ability.
Empathy must be present while conducting exit interviews.
As an HR person, ensure that the points raised by the employee are taken care of.
Exit interviews should be conducted for both employees who have resigned and those who have been terminated.
Exit interviews for terminated employees should be conducted with extra care.
Some points and articles on how to conduct exit interviews:
"The Art of Exit Interview"
Ask the right questions - While you may have many questions in mind, do not ask irrelevant questions about personal life. Only offer help if you are able to. Here are some questions you may want to ask:
- Why did you join this organization?
- What did you like and dislike most about this company?
- What prompted you to look for a new job?
- What is most appealing about the new position?
- How would you rate your supervisors and peers?
- What are your suggestions for improving the organization?
Click the link to continue: http://www.careerindia.com/careerhub/workplacewatch/adayatwork/311001exit.html
"Exit interviews and Knowledge transfer - tips for employees and employers, sample questions and answers"
Exit interviews are interviews conducted with departing employees just before they leave. From the employer's perspective, the primary aim of the exit interview is to learn the reasons for the person's departure, with the belief that criticism is a helpful driver for organizational improvement. Exit interviews are also an opportunity for the organization to facilitate the transfer of knowledge and experience from the departing employee to a successor or replacement, or to brief a team on current projects, issues, and contacts. Good exit interviews should provide useful information about the employer organization to assess and improve all aspects of the working environment, culture, processes, systems, management, and development, among other things that affect the quality of the organization. Many employers overlook the opportunity that exit interviews offer because they have not been practiced in the past, and starting them is a challenging initiative due to the potentially subjective and 'fuzzy' nature of the results, the time involved, and the unspoken corporate desire to avoid criticism. However, exit interviews are a unique chance to survey and analyze the opinions of departing employees, who are generally more forthcoming, constructive, and objective than staff still employed. Departing employees, once leaving an organization, are liberated and therefore provide a richer source of objective feedback compared to employed staff responding to regular staff attitude surveys.
Click the link to continue: http://www.businessballs.com/exitinterviews.htm
From India, Coimbatore
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EMPLOYEE EXIT CHECKLIST.doc