Dear All,
Can you please let me know your views on exit interviews in small organizations? Basically, I want to understand the effectiveness of these interviews in organizations with about 50 employees where almost everyone knows each other.
Thanks in advance for your feedback.
Regards,
Praveen
From India
Acknowledge(0)
Amend(0)
14Can you please let me know your views on exit interviews in small organizations? Basically, I want to understand the effectiveness of these interviews in organizations with about 50 employees where almost everyone knows each other.
Thanks in advance for your feedback.
Regards,
Praveen
From India
Acknowledge(0)Amend(0)
Hi Praveen,
An exit interview can provide you with insights on:
- Organizational Culture - What is appreciated and what is not?
- Feedback on Manager & Management
- Helps you understand how to make your organization a better workplace
- Reasons for leaving may vary from monetary to better work or personal issues.
- Always remember, your ex-employee is your ambassador.
Regards,
Rekha
From India, Bangalore
Acknowledge(0)Amend(0)
An exit interview can provide you with insights on:
- Organizational Culture - What is appreciated and what is not?
- Feedback on Manager & Management
- Helps you understand how to make your organization a better workplace
- Reasons for leaving may vary from monetary to better work or personal issues.
- Always remember, your ex-employee is your ambassador.
Regards,
Rekha
From India, Bangalore
Acknowledge(0)Amend(0)
Hi Praveen,
An exit interview can provide insights into the strengths and weaknesses of an organization as perceived by its employees. Some key points that may be discussed during an exit interview include:
1. Reasons for leaving the organization.
2. Difficulties faced during employment.
3. HR practices, company culture, values, and salary considerations.
4. Unique aspects of the organization.
5. Areas where the organization may be lacking.
6. Employee contributions to the organization.
7. What is missed when an employee is no longer with the company.
Thank you,
Basant
From India
Acknowledge(0)Amend(0)
An exit interview can provide insights into the strengths and weaknesses of an organization as perceived by its employees. Some key points that may be discussed during an exit interview include:
1. Reasons for leaving the organization.
2. Difficulties faced during employment.
3. HR practices, company culture, values, and salary considerations.
4. Unique aspects of the organization.
5. Areas where the organization may be lacking.
6. Employee contributions to the organization.
7. What is missed when an employee is no longer with the company.
Thank you,
Basant
From India
Acknowledge(0)Amend(0)
Hi,
An exit interview provides insight into your organization:
1. Processes, systems, policies, etc.
2. Culture
3. Colleagues, subordinates, and bosses
4. Reasons for leaving, such as financial or non-financial benefits
5. Growth opportunities within the organization
6. Transparency in dealings with internal and external customers.
There are many things that we can learn during an exit interview. I hope this information is helpful.
Regards,
Derek
From India, Nagpur
Acknowledge(0)Amend(0)
An exit interview provides insight into your organization:
1. Processes, systems, policies, etc.
2. Culture
3. Colleagues, subordinates, and bosses
4. Reasons for leaving, such as financial or non-financial benefits
5. Growth opportunities within the organization
6. Transparency in dealings with internal and external customers.
There are many things that we can learn during an exit interview. I hope this information is helpful.
Regards,
Derek
From India, Nagpur
Acknowledge(0)Amend(0)
Hi Praveen,
Exit interviews in small organizations are a very effective method. It actually reveals a true picture of the organization from an employee's point of view. It helps in:
- Identifying the good points in the organization
- Understanding how policies, compensation, or the performance appraisal process affects employee performance
- Evaluating the work environment - whether it is good or bad
- Suggesting improvements in the existing methods
- Recognizing the common problems faced by the majority, etc.
However, an exit interview might not yield good results if the person conducting the interview is rude, especially when the employee is leaving the organization. In such cases, the employee may hesitate to provide honest feedback, fearing that any criticism could impact their departure process.
Thank you.
From India, New Delhi
Acknowledge(0)Amend(0)
0
0
Exit interviews in small organizations are a very effective method. It actually reveals a true picture of the organization from an employee's point of view. It helps in:
- Identifying the good points in the organization
- Understanding how policies, compensation, or the performance appraisal process affects employee performance
- Evaluating the work environment - whether it is good or bad
- Suggesting improvements in the existing methods
- Recognizing the common problems faced by the majority, etc.
However, an exit interview might not yield good results if the person conducting the interview is rude, especially when the employee is leaving the organization. In such cases, the employee may hesitate to provide honest feedback, fearing that any criticism could impact their departure process.
Thank you.
From India, New Delhi
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user's reply is generally correct in highlighting the importance and benefits of conducting exit interviews in small organizations. However, it is important to note that exit interviews should be conducted professionally and respectfully to ensure honest feedback. Employees should feel comfortable sharing their thoughts without fear of repercussions. Encouraging an open and constructive dialogue is key to gaining valuable insights for organizational improvement. (1 Acknowledge point)
0
0
Exit interviews provide insights into what's happening inside. To some extent, they are okay, but not all the time. Employees are reluctant to speak openly.
When I was an HR Manager, I found many anomalies in my current setup. The exit interviewee is something I felt at times is like "Hath ke kangan ko aarsi." It's better to plug the loopholes in the current system. You can obtain feedback from employees while they are still employed rather than waiting until they quit.
Thanks,
Dinesh V Divekar
Soft Skill Trainer
From India, Bangalore
Acknowledge(0)Amend(0)
0
0
When I was an HR Manager, I found many anomalies in my current setup. The exit interviewee is something I felt at times is like "Hath ke kangan ko aarsi." It's better to plug the loopholes in the current system. You can obtain feedback from employees while they are still employed rather than waiting until they quit.
Thanks,
Dinesh V Divekar
Soft Skill Trainer
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-[The user's reply contains accurate insights into the limitations of exit interviews and the importance of addressing issues proactively within the organization. However, it's essential to note that exit interviews can still provide valuable feedback if conducted effectively. Encouraging open communication and ensuring confidentiality can enhance their usefulness.] (1 Acknowledge point)
0
0
Hi Praveen,
Exit interviews in an organization of your size are a very valuable tool to assess HR and the organization as a whole. It must be planned well. The person conducting it must have good listening abilities.
For a small firm, it is easier for you to note key factors which make employees happy and ones which are irritants. This will help you focus and prioritize HR activities.
Strengths of the organization can include anything from induction, training, or job profiles. Irritants could range from stationery to reporting structure, authority, etc. Also, sometimes in small organizations, counseling and proper care at exit can prevent the company from losing a valuable employee.
Regards,
Shobha Pandey
From India, Mumbai
Acknowledge(0)Amend(0)
Exit interviews in an organization of your size are a very valuable tool to assess HR and the organization as a whole. It must be planned well. The person conducting it must have good listening abilities.
For a small firm, it is easier for you to note key factors which make employees happy and ones which are irritants. This will help you focus and prioritize HR activities.
Strengths of the organization can include anything from induction, training, or job profiles. Irritants could range from stationery to reporting structure, authority, etc. Also, sometimes in small organizations, counseling and proper care at exit can prevent the company from losing a valuable employee.
Regards,
Shobha Pandey
From India, Mumbai
Acknowledge(0)Amend(0)
Hi All,
It's a process through which the HR person identifies or better understands the hidden facts. Exiting employees take this opportunity to convey their views through this interview.
HR should also have a system for consolidating the exit interview details, positioning each problem appropriately, and ensuring that similar problems are rectified.
Thanks, Mohan
Acknowledge(0)Amend(0)
It's a process through which the HR person identifies or better understands the hidden facts. Exiting employees take this opportunity to convey their views through this interview.
HR should also have a system for consolidating the exit interview details, positioning each problem appropriately, and ensuring that similar problems are rectified.
Thanks, Mohan
Acknowledge(0)Amend(0)
Dear Rekha/Basant,
Thank you for the valuable inputs. It certainly helps organizations to have insight into employees' minds. But what will be the effect on the manager? Will the manager be affected by the comments? Will this have a cascading effect?
Thanks to all others who have posted their views. Looking forward to your feedback on the above questions, please.
Regards,
Praveen
From India
Acknowledge(0)Amend(0)
0
0
Thank you for the valuable inputs. It certainly helps organizations to have insight into employees' minds. But what will be the effect on the manager? Will the manager be affected by the comments? Will this have a cascading effect?
Thanks to all others who have posted their views. Looking forward to your feedback on the above questions, please.
Regards,
Praveen
From India
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user's reply is correct in questioning how exit interview feedback may impact managers and if it could have a cascading effect. It's essential to consider these aspects. Thank you for your insightful questions and engagement. (1 Acknowledge point)
0
0
The real fact is that the moment an employee communicates his resignation, nobody responds to him properly. Please refer to my posting during the month of November regarding how many HR professionals are conducting Exit Interviews; no one has responded. This is what happens to an employee who has submitted a resignation letter.
Of course, Exit interviews will give us good insight about the company's system, provided that his dues will be paid irrespective of the outcome of the exit interview.
SIL
From India, Madras
Acknowledge(0)Amend(0)
Of course, Exit interviews will give us good insight about the company's system, provided that his dues will be paid irrespective of the outcome of the exit interview.
SIL
From India, Madras
Acknowledge(0)Amend(0)
Hi Sil,
I somewhat agree with the views expressed by you regarding exit interviews. Everything, with the kind of jargon in use, looks so rosy and picturesque. However, how helpful are these exit interviews in correcting the mistakes made by some organizations or adding value to the existing policies or procedures? I have my own doubts about the success rate of these exit interviews, and I would like to know about practically implemented and proven real cases where they have been successful to some extent. Any ideas and sharing of experiences from learned members on this?
Regards,
PRADEEP
From India, Hyderabad
Acknowledge(0)Amend(0)
I somewhat agree with the views expressed by you regarding exit interviews. Everything, with the kind of jargon in use, looks so rosy and picturesque. However, how helpful are these exit interviews in correcting the mistakes made by some organizations or adding value to the existing policies or procedures? I have my own doubts about the success rate of these exit interviews, and I would like to know about practically implemented and proven real cases where they have been successful to some extent. Any ideas and sharing of experiences from learned members on this?
Regards,
PRADEEP
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear [Recipient],
I want to understand the effectiveness of interviews in organizations. Keeping records and utilizing them helps in finding solutions when problems arise; the solutions often emerge automatically. While this may not yield immediate results or seem effective initially, it can prove beneficial for organizations in the long run. It is essential to be open to accepting negative criticism with honesty.
In my opinion, if an interview is not effective, it does not cause any damage or loss to an organization. Therefore, conducting interviews should be considered a necessary activity.
Thank you.
From India, Delhi
Acknowledge(0)Amend(0)
I want to understand the effectiveness of interviews in organizations. Keeping records and utilizing them helps in finding solutions when problems arise; the solutions often emerge automatically. While this may not yield immediate results or seem effective initially, it can prove beneficial for organizations in the long run. It is essential to be open to accepting negative criticism with honesty.
In my opinion, if an interview is not effective, it does not cause any damage or loss to an organization. Therefore, conducting interviews should be considered a necessary activity.
Thank you.
From India, Delhi
Acknowledge(0)Amend(0)
Exit interviews are very beneficial. They provide insights that can help the organization, especially the human resources management, identify any weaknesses within the organization. These interviews offer valuable information on the dynamics of human relations among employees, which could be a contributing factor to turnover.
Moreover, exit interviews shed light on processes or procedures that may require improvement or modification. I highly recommend conducting exit interviews in all organizations as they reveal hidden aspects that may not be apparent to the management.
Lola
From Nigeria, Ibadan
Acknowledge(0)Amend(0)
0
0
Moreover, exit interviews shed light on processes or procedures that may require improvement or modification. I highly recommend conducting exit interviews in all organizations as they reveal hidden aspects that may not be apparent to the management.
Lola
From Nigeria, Ibadan
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user reply is mostly correct in highlighting the benefits of conducting exit interviews. However, it's essential to note that the effectiveness of exit interviews can vary based on organizational size and culture. It's also crucial to ensure confidentiality and proper handling of feedback to maintain trust. Encouraging open and honest feedback is key. (1 Acknowledge point)
0
0
Hi Praveen,
Exit interviews are normally conducted when an employee is separated from the organization. The exit interview serves as feedback that helps the HR team understand the various reasons for an employee leaving an organization. These reasons can be analyzed, and corrective measures can be implemented to retain high-performing employees. It is important to note that exit interviews are not dependent on the size of the organization.
Regards,
Gauri Khedkar
From India, Bangalore
Acknowledge(0)Amend(0)
0
0
Exit interviews are normally conducted when an employee is separated from the organization. The exit interview serves as feedback that helps the HR team understand the various reasons for an employee leaving an organization. These reasons can be analyzed, and corrective measures can be implemented to retain high-performing employees. It is important to note that exit interviews are not dependent on the size of the organization.
Regards,
Gauri Khedkar
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user's reply is correct in explaining the purpose and benefits of exit interviews, regardless of the organization size. Exit interviews provide valuable insights for HR to improve retention strategies. (1 Acknowledge point)
0
0
Hi,
Exit interviews play a significant role in every organization. It is a developmental tool that can be used as a supplement to organizational climate surveys. For our organization, it is important to receive feedback on how we can retain our employees, especially since we are a high-tech plant. It is challenging to find high-quality personnel who meet our requirements. Through these interviews, I have been able to reduce the lead time for recruitment.
Initiating corrective measures is a challenge for us HR professionals.
Regards,
Jitendra
From United States, Boston
Acknowledge(0)Amend(0)
Exit interviews play a significant role in every organization. It is a developmental tool that can be used as a supplement to organizational climate surveys. For our organization, it is important to receive feedback on how we can retain our employees, especially since we are a high-tech plant. It is challenging to find high-quality personnel who meet our requirements. Through these interviews, I have been able to reduce the lead time for recruitment.
Initiating corrective measures is a challenge for us HR professionals.
Regards,
Jitendra
From United States, Boston
Acknowledge(0)Amend(0)
Dear All,
Thank you for your comments. It is evident from various postings that exit interviews are necessary for the organization. Has anyone conducted a post-analysis of the impact of these interviews on individuals in the organization, especially the managers?
I look forward to receiving your valuable feedback.
Regards,
Praveen
From India
Acknowledge(0)Amend(0)
0
0
Thank you for your comments. It is evident from various postings that exit interviews are necessary for the organization. Has anyone conducted a post-analysis of the impact of these interviews on individuals in the organization, especially the managers?
I look forward to receiving your valuable feedback.
Regards,
Praveen
From India
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user reply raises a valid point about conducting an analysis of the impact of exit interviews on individuals within the organization, especially managers. It is a good practice to assess the effectiveness of such processes for continuous improvement. (1 Acknowledge point)
0
0
i was trying to communicate the same from the beginning. How many HR guys are conducting Exit Interviews?. SIL
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Hi All, Could any one please guide me about the topics that have to be discussed in exit interviews. If possible few sample questions pls.... Sirisha Reddy
From India, Bangalore
Acknowledge(0)Amend(0)
0
0
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The topics to be discussed in exit interviews should cover reasons for leaving, feedback on the work environment, suggestions for improvement, and overall experience. Sample questions can include: 1. What factors influenced your decision to leave? 2. How would you describe your experience working here? 3. What suggestions do you have for enhancing the workplace? 4. Were your expectations met during your time here? 5. Can you provide feedback on the management style? 6. Did you face any challenges that hindered your productivity? 7. How was your relationship with your colleagues and supervisors? 8. What can we do differently to retain employees like you in the future? (1 Acknowledge point)
0
0
Hi,
I don't think the size of an organization has a relation to the process of exit interviews as long as it is an "organization" in the true sense. It is up to the personal credibility of the HR person to ensure that the exercise is conducted in good faith. The organization may be losing an employee, but it should not lose a friend.
Joydeep
From India, New Delhi
Acknowledge(0)Amend(0)
0
0
I don't think the size of an organization has a relation to the process of exit interviews as long as it is an "organization" in the true sense. It is up to the personal credibility of the HR person to ensure that the exercise is conducted in good faith. The organization may be losing an employee, but it should not lose a friend.
Joydeep
From India, New Delhi
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The effectiveness of exit interviews is not dependent on the organization's size. It is crucial for gathering feedback and improving processes. Maintaining professionalism is key. (1 Acknowledge point)
0
0
Dear Praveen,
Exit interviews are conducted for various reasons:
1. To understand the effective work culture within an organization.
2. To identify areas where an organization may be making mistakes, leading an employee to seek better job opportunities.
3. Ultimately, during an exit interview, efforts are made to persuade the individual to stay with the organization.
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
0
0
Exit interviews are conducted for various reasons:
1. To understand the effective work culture within an organization.
2. To identify areas where an organization may be making mistakes, leading an employee to seek better job opportunities.
3. Ultimately, during an exit interview, efforts are made to persuade the individual to stay with the organization.
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user reply contains accurate information regarding the purposes of conducting exit interviews. No corrections or amendments are needed. (1 Acknowledge point)
0
0
Though exit interviews are an important process that every organization should conduct to determine the exact reasons why people leave, many times it becomes a platform where outgoing employees vent out unwanted emotions and create subjectivity. Therefore, the feedback needs to be taken in the right spirit and with the utmost objectivity; otherwise, it can lead to issues in the existing environment.
In this regard, sharing feedback at the appropriate forum and with the right individuals plays an important and crucial role that HR needs to fulfill.
Jayesh Naik
Ahmedabad
From India, Vadodara
Acknowledge(0)Amend(0)
0
0
In this regard, sharing feedback at the appropriate forum and with the right individuals plays an important and crucial role that HR needs to fulfill.
Jayesh Naik
Ahmedabad
From India, Vadodara
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user's reply is accurate. It correctly emphasizes the importance of conducting exit interviews in organizations while highlighting the need for HR to handle feedback with objectivity and sensitivity. (1 Acknowledge point)
0
0
Hi Jayesh,
I also feel that we need to screen the feedback that is given as it will lead to a lot of uneasiness, especially in a smaller organization. Taking stock of exit interviews is a wonderful idea, but then deciding which part of the feedback should be circulated really requires a lot of judgment.
Regards,
Praveen
From India
Acknowledge(0)Amend(0)
0
0
I also feel that we need to screen the feedback that is given as it will lead to a lot of uneasiness, especially in a smaller organization. Taking stock of exit interviews is a wonderful idea, but then deciding which part of the feedback should be circulated really requires a lot of judgment.
Regards,
Praveen
From India
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The feedback provided in the user reply is correct. It is essential to carefully handle and analyze exit interview feedback, especially in smaller organizations, to ensure constructive outcomes. Thank you for sharing your insights on this matter. (1 Acknowledge point)
0
0
Hi Friends,
The reasons for conducting exit interviews vary from understanding an employee's personal reasons for leaving the job to gaining insights from their experience with the organization. However, the ultimate goal is to ascertain the employee's perception of the organization's policies and other functional areas. This feedback can provide the organization with an overall understanding of how employees perceive the organizational climate and suggest ways to enhance it.
Regards,
Elamurugu
From India, Madras
Acknowledge(0)Amend(0)
0
0
The reasons for conducting exit interviews vary from understanding an employee's personal reasons for leaving the job to gaining insights from their experience with the organization. However, the ultimate goal is to ascertain the employee's perception of the organization's policies and other functional areas. This feedback can provide the organization with an overall understanding of how employees perceive the organizational climate and suggest ways to enhance it.
Regards,
Elamurugu
From India, Madras
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user's reply is generally accurate. Exit interviews indeed serve the purpose of understanding employees' perceptions and improving organizational climate. However, it's important to note that exit interviews can also help identify potential areas for legal compliance or improvement to reduce turnover. Overall, the response is insightful and on the right track. (1 Acknowledge point)
0
0
HELLO, HOPE THIS ANSWERS YOUR QUESTION
LOLA
How to Conduct an Exit Interview
The exit interview with a terminating employee is your opportunity to obtain information about what your organization is doing well - and, what your organization needs to do to improve. Used in concert with employee satisfaction surveys, exit interviews are a rich source of information for organization improvement.
Exit interviews are key to organization improvement since rarely will you receive such frank feedback from current employees. You’ll find that some items were resolvable with earlier information but others are not, such as the desire for a large salary increase.
Unfortunately, if you are learning improvement ideas or employee concerns at the exit interview, it is too late to take action to improve or help the exiting employee. The best time for an employee to discuss concerns, dissatisfactions and suggestions with his employer is while he is a committed employee, not on his way out the door. Make sure your organization provides multiple opportunities to gather and learn from employee feedback, including surveys, department meetings, comment or suggestion forms, and more.
You are interested, during the exit interview, in the feedback of employees who voluntarily terminate their employment with your organization. However, don’t miss the opportunity to ask for feedback from employees you fire for attendance or performance. You may obtain useful information during the termination meeting with employees you fire.
In a recent termination meeting, the fired employee told me the job had burned him out because it was boring. I was able to offer some encouragement about completing school in lieu of another boring light industrial position.
Exit interviews are commonly performed in person with the departing employee. Sometimes, the manager conducts the exit interview, but most often, a Human Resources staff person holds the exit interview. Some organizations use written or online questionnaires to conduct exit interviews. I am a proponent of talking with the departing employee to more completely explore and understand his or her views during the exit interview.
The exit interview questions you ask are key to obtaining actionable information. Start your exit interview with light discussion to help your departing employee feel comfortable answering your questions. Assure the employee that no negative consequences will result from honest discussion during the exit interview.
Explain that you will use the information provided during the exit interview, in aggregate format, to help your organization improve and retain valued employees. Freely explore each response further for clarification and complete understanding.
Exit Interview Questions
These are sample exit interview questions. Feel free to copy and use any combination of these exit interview questions in your organization.
Why have you decided to leave the company?
Have you shared your concerns with anyone in the company prior to deciding to leave?
Was a single event responsible for your decision to leave?
What does your new company offer that encouraged you to accept their offer and leave this company?
What do you value about the company?
What did you dislike about the company?
The quality of supervision is important to most people at work. How was your relationship with your manager?
What could your supervisor do to improve his or her management style and skill?
What are your views about management and leadership, in general, in the company?
What did you like most about your job?
What did you dislike about your job? What would you change about your job?
Do you feel you had the resources and support necessary to accomplish your job? If not, what was missing?
We try to be an employee-oriented company in which employees experience positive morale and motivation.
From Nigeria, Ibadan
Acknowledge(0)Amend(0)
LOLA
How to Conduct an Exit Interview
The exit interview with a terminating employee is your opportunity to obtain information about what your organization is doing well - and, what your organization needs to do to improve. Used in concert with employee satisfaction surveys, exit interviews are a rich source of information for organization improvement.
Exit interviews are key to organization improvement since rarely will you receive such frank feedback from current employees. You’ll find that some items were resolvable with earlier information but others are not, such as the desire for a large salary increase.
Unfortunately, if you are learning improvement ideas or employee concerns at the exit interview, it is too late to take action to improve or help the exiting employee. The best time for an employee to discuss concerns, dissatisfactions and suggestions with his employer is while he is a committed employee, not on his way out the door. Make sure your organization provides multiple opportunities to gather and learn from employee feedback, including surveys, department meetings, comment or suggestion forms, and more.
You are interested, during the exit interview, in the feedback of employees who voluntarily terminate their employment with your organization. However, don’t miss the opportunity to ask for feedback from employees you fire for attendance or performance. You may obtain useful information during the termination meeting with employees you fire.
In a recent termination meeting, the fired employee told me the job had burned him out because it was boring. I was able to offer some encouragement about completing school in lieu of another boring light industrial position.
Exit interviews are commonly performed in person with the departing employee. Sometimes, the manager conducts the exit interview, but most often, a Human Resources staff person holds the exit interview. Some organizations use written or online questionnaires to conduct exit interviews. I am a proponent of talking with the departing employee to more completely explore and understand his or her views during the exit interview.
The exit interview questions you ask are key to obtaining actionable information. Start your exit interview with light discussion to help your departing employee feel comfortable answering your questions. Assure the employee that no negative consequences will result from honest discussion during the exit interview.
Explain that you will use the information provided during the exit interview, in aggregate format, to help your organization improve and retain valued employees. Freely explore each response further for clarification and complete understanding.
Exit Interview Questions
These are sample exit interview questions. Feel free to copy and use any combination of these exit interview questions in your organization.
Why have you decided to leave the company?
Have you shared your concerns with anyone in the company prior to deciding to leave?
Was a single event responsible for your decision to leave?
What does your new company offer that encouraged you to accept their offer and leave this company?
What do you value about the company?
What did you dislike about the company?
The quality of supervision is important to most people at work. How was your relationship with your manager?
What could your supervisor do to improve his or her management style and skill?
What are your views about management and leadership, in general, in the company?
What did you like most about your job?
What did you dislike about your job? What would you change about your job?
Do you feel you had the resources and support necessary to accomplish your job? If not, what was missing?
We try to be an employee-oriented company in which employees experience positive morale and motivation.
From Nigeria, Ibadan
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
EXIT INTERVIEWS.doc
CiteHR.AI
(Fact Checked)-The user's reply provides a comprehensive overview of the aspects covered in an exit interview. It correctly identifies the key areas that can be explored during such interviews in small organizations. Well done! (1 Acknowledge point)