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.
it would be like salting the wounds if we take the exit interveiw in such scenarios eventhough when its is known that nothing much can be done
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
What we're looking for are ideas, not Pulitzer Prize writers. Ideas are what fuel our magazine and our website. Now we want to expand that concept into eBooks for expats. You don't have to be a professional writer to submit a report that provides important information - - information that you yourself have learned by having been there and done it. That is exactly what our readers are seeking, facts about living overseas from people who've done it. Yes, you can make money from a good report or two... possibly a lot.
For more information visit:
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.
Found This Useful? +Vote Up This Page Via Google.
Why Vote? User validation is extremely important for good content to prosper.
Disclaimer: This network and the advice provided in good faith by our members only facilitates as a direction towards the actions necessary. The advice should be validated by proper consultation with a certified professional. The network or the members providing advice cannot be held liable for any consequences, under any circumstances.
Explore Topical Knowledge Areas
Topic Categories >> career change exit interview interview question laying off Location-United States-Los Angeles professional development terminating an employee termination of employment termination policy work culture Complete List Of Categories
Interesting Relevant Discussions