Dear fellow members
If an employee quits, we are conducting the Exit interview. We say that you may give your feedback with open mind and no adverse reaction will be there.
But i could not find the employees leaving the organisation are giving the real feedback. Do they tell what they thought really? How far the organisations getting benefitted from this process?
Post your experiences, views and IDEAS.
Regards
Srinivasan
From Singapore, Singapore
If an employee quits, we are conducting the Exit interview. We say that you may give your feedback with open mind and no adverse reaction will be there.
But i could not find the employees leaving the organisation are giving the real feedback. Do they tell what they thought really? How far the organisations getting benefitted from this process?
Post your experiences, views and IDEAS.
Regards
Srinivasan
From Singapore, Singapore
Dear Srinivasan,
An exit interview is an entirely voluntary conversation.
HR dept. conducts exit interviews (also called exit surveys) to gather data for improving working conditions and retaining employees.
Success of an exit interview depends upon the approach taken by the HR who is conducting this interview
After the feedback form is filled the HR should have a very friendly approach towards the Ex-Employee and conduct this conversation tactfully. He should understand the nonverbal behavior, handle the communication problem with an employee who talks too little or too much etc. A Exit Interview should be taken atleast for min half hour.
For example, if you think that the employee is quitting due to a negative relationship with his or her supervisor, ask questions related to that problem. You can ask the employee to rate his or her experience, you can inquire about his or her relationship with coworkers, and you can request information about his or her department that you might not otherwise have known. While you shouldn't turn it into a fishing expedition or a manhunt for negative information, you should facilitate honest and open communication. Have a list of questions that you want to ask ready before the interview.
May be very few of the employees may not give proper feedback. But Exit Interview are very important
Based on the interview data, statics can be made quarterly to find out the attrition cause. Further steps can be taken to retain and handle the present employees. Infact Exit Interviews are must in IT and BPO Industries where the attrition rate is very high.
Best Regards, Tina
From India, Mumbai
29An exit interview is an entirely voluntary conversation.
HR dept. conducts exit interviews (also called exit surveys) to gather data for improving working conditions and retaining employees.
Success of an exit interview depends upon the approach taken by the HR who is conducting this interview
After the feedback form is filled the HR should have a very friendly approach towards the Ex-Employee and conduct this conversation tactfully. He should understand the nonverbal behavior, handle the communication problem with an employee who talks too little or too much etc. A Exit Interview should be taken atleast for min half hour.
For example, if you think that the employee is quitting due to a negative relationship with his or her supervisor, ask questions related to that problem. You can ask the employee to rate his or her experience, you can inquire about his or her relationship with coworkers, and you can request information about his or her department that you might not otherwise have known. While you shouldn't turn it into a fishing expedition or a manhunt for negative information, you should facilitate honest and open communication. Have a list of questions that you want to ask ready before the interview.
May be very few of the employees may not give proper feedback. But Exit Interview are very important
Based on the interview data, statics can be made quarterly to find out the attrition cause. Further steps can be taken to retain and handle the present employees. Infact Exit Interviews are must in IT and BPO Industries where the attrition rate is very high.
Best Regards, Tina
From India, Mumbai
Hi Tina
You have clearly given the purpose of Exit interview. I agree that conducting / handling the E.I in a right manner is only on the hands of the HR person. As you say if this interview is not conducted with the intention of trapping the leaving employee, then it will be an useful input for reducing the attrition.
Thanks a lot!!!
Srinivasan
From Singapore, Singapore
You have clearly given the purpose of Exit interview. I agree that conducting / handling the E.I in a right manner is only on the hands of the HR person. As you say if this interview is not conducted with the intention of trapping the leaving employee, then it will be an useful input for reducing the attrition.
Thanks a lot!!!
Srinivasan
From Singapore, Singapore
Hi,
For the exit interview to be frank and reliable, it has to happen only after all dues and certificates are handed over.
Reason being, the employee is afraid that a frank view might jeopardise the dues being cleared on time and the appraisal would not be good.
From India, Mumbai
For the exit interview to be frank and reliable, it has to happen only after all dues and certificates are handed over.
Reason being, the employee is afraid that a frank view might jeopardise the dues being cleared on time and the appraisal would not be good.
From India, Mumbai
Dear Srinivasan
in our organisation we are using an exit interview format -factors of the same can be anlysed and interpreted very easily.As Tina rightly suggested we used to spend a reaonable time with the candidate for extracting the exact reason for leaving the job.We find it very useful for finding out the reasons for attrition
Regards
nasir
From India, Thiruvananthapuram
in our organisation we are using an exit interview format -factors of the same can be anlysed and interpreted very easily.As Tina rightly suggested we used to spend a reaonable time with the candidate for extracting the exact reason for leaving the job.We find it very useful for finding out the reasons for attrition
Regards
nasir
From India, Thiruvananthapuram
Srinivasn,
Exit interview is an art by itself. An organisation could use a standard format for the same but the it dependes on the HR person who is conducting the same.
One could start with a very informal talk and gradually direct the questioons to asking the reasons. Also bearing in mind that what is the feedaback that you have regarding this person. His realtionship with his peers and managers. His attitude towards work etc. The appreaciations/ or not so good work ethics that did the round of talks
And then that could be followed by the standard form filling. The HR could then write his/her comments on that form about what he/she captured in the informal converstaion.
Cordially,
preet
From India, Bangalore
Exit interview is an art by itself. An organisation could use a standard format for the same but the it dependes on the HR person who is conducting the same.
One could start with a very informal talk and gradually direct the questioons to asking the reasons. Also bearing in mind that what is the feedaback that you have regarding this person. His realtionship with his peers and managers. His attitude towards work etc. The appreaciations/ or not so good work ethics that did the round of talks
And then that could be followed by the standard form filling. The HR could then write his/her comments on that form about what he/she captured in the informal converstaion.
Cordially,
preet
From India, Bangalore
Hi,
Usually the employees are giving less contencious reasons like family problems.Since Middle East is witnessing a high rate of turn over due to skill shortage and boom it is very difficult to get reliable reasons.
Thanks
Muhammed Shereef
Dubai,UAE
From United Arab Emirates, Sharjah
Usually the employees are giving less contencious reasons like family problems.Since Middle East is witnessing a high rate of turn over due to skill shortage and boom it is very difficult to get reliable reasons.
Thanks
Muhammed Shereef
Dubai,UAE
From United Arab Emirates, Sharjah
Exit interview is a powerful tools to obtain information about the company from a person who had worked and exposed to the company's processes, culture etc. When conducting exit interview HR need to potray to the employee that they can trusted with the imformation that will be divulged to them. All information received need to be interpreted objectively.
Do ask the employee about the good things that the company had done as well as areas that the company can improve itself. This way it will give the employee something to remember about the company.
Best Regards.
Babji Babjan
Do ask the employee about the good things that the company had done as well as areas that the company can improve itself. This way it will give the employee something to remember about the company.
Best Regards.
Babji Babjan
Mr Srinivasan, to get the right feedback, we need to design the questionnaire very carefully with the help of psychology. Its wise to ask indirect questions to get direct answer. Organisations can rethink about the policies and practices they have for the employees of the same category who are quitting or resigning.
From India, Mangalore
From India, Mangalore
It all depends on how comfortable your employees are.
There are many reasons behind an employees resignation. You have to grab only those, which are related to your organization.
Link them to the ES Survey results for analysing the correctness of the answers given.
Employee will be much open while working, coz he is pretty confident that any change in the working environment will have a definite effect on him. Especially, openness will be very high in surveys which doesn't ask for names.
Do the surveys properly and link them. That's it.
From India, Hyderabad
There are many reasons behind an employees resignation. You have to grab only those, which are related to your organization.
Link them to the ES Survey results for analysing the correctness of the answers given.
Employee will be much open while working, coz he is pretty confident that any change in the working environment will have a definite effect on him. Especially, openness will be very high in surveys which doesn't ask for names.
Do the surveys properly and link them. That's it.
From India, Hyderabad
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