racker Started The Discussion:
Hi, I’m wondering if it makes sense to conduct a exit interview when an employee was fired due to misconduct or lack of work. What do you think? :huh:
Exit interviews are usually done with employees who are voluntarily leaving the company. Conducting exit interviews with fired employees may involve variety of risks. Someone who’s been fired may discuss management issues in an unbiased way. Also, fired employees may disagree with the reason they were terminated. If an argument breaks out, it could lead to legal turmoil later.
Let me introduce all of you some materials of exit interview.
I hope that it is useful for our community
Sources of forms and survey: exit interview
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Its important to know the views of leaving employee about the company's work culture, his relations with his RM, How things are in company & how it should be etc as per his view point...These things are very important to make your company a good place to work.
Leaving reason must not decide whether we should conduct exit meetings with leaving employee or not. It should be a common practice for all types of exits.
Exit Interview is necessary.
- - - When a member leaves the Organization - he/she needs to keep the HR informed on areas of focus... so that another employee does not face situations where he mite decide to leave.
Not all ppl leave becos they hate the place they work.. probably for professional development they feel it will b gud to make a career change.
As long as u r receiving info on how the Company has treated him and wat he / she would want the company to focus on - its only beneficial.
ANd ppl terminated on grounds of disiciplinary action...need nt go thru this exit interview. Its nt abt the person being frustrated... buts its more on wat negativity he/she can leave within the company and the people listening to his messages. Ofcourse they will try to prove their point and we mite tend to look at the existing pl with that same view... sometimes.
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