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Dear all I required exit interview forms & how to analysis should be done on that pls help me out , its very urgent
From India, Indore

You can create a form with following details:

1) Asking the employee to tick on areas of concerns like/reasons for leaving

a) Better salary c) Work environment d) Relationship with peers/Superiors

These are few points you can create an exhaustive list and ask the employee to tick on these.This will help you know what are the areas of improvement for the organzation

2) You can put the areas he/she enjoyed the most

3) Things which disappointed the most

4) Would he like to recommend somebody to this organization ( This is imp as it will help u to know what they think about the organization)

5) Create one more list where in you can ask emp to tick on areas which will encourage him to stay back like:

a) Better policies b) Appriasal process d) empowerement etc

6) Is he interested in staying back or what will motivate him to stay back.

These are some points which will help u to create the exit form.Most important is to take exit interview before he is relieved, as HR professional we should try to speak to the person and retain him and not just ask him to fill the form as while interacting we get more info

From India, Thana
Hi Akrati,

Would like to thank Kavigopal for the valuable inputs !

Am sure you must have downloaded formats for the exit interview which is available on this forum.

More than just the form filling exercise; HR needs to get to the bottom line of the issues involved. Please remember – most people would give very good rating about the would be ex organization as “they don’t want to burn the bridges” or don’t want to write the realities of the organization esp in writing.

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 the atmosphere of trust and faith that her/his comments would not be used in retributive manner and the whole exercise is geared up to improve the working conditions of the company. One good way is to have the meeting outside the office location so that the would be ex-employee feels less “pressured”.

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. This is the most crucial action point and it is here , the HR gets to play the role of being HR partner to the Business of the Organization !

Best Wishes,

Rajat Joshi

From India, Pune
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