Dear all, I would like to have your valuable guidance on the topic mentioned above. we have recently started following the exit interview process in my company. We have an exit interview form that is filled by the employees to seek the genuine feedback on different aspects. now I have to prepare a report showing the results. the area of serious concerns and positive points too. I would want to know how to show them in the report as to cover the major points.

My head advised to make a ppt or an excel sheet and start with showing the time period during which all the forms were filled, number of employees left during the period. and showing that how many employees left for a particular reason (out of all mentioned in the form). Though I have been directed this way but would like you to throw some light on this. Its an FMCG company i m working with as HR Exe. i have also been recommended to make it short n precise since it has to be presented in the board meeting. please help.

Thank you in anticipation.

From India, New Delhi
I see that exit interview process is a failure one and not seen as a 100% valuable thing to spend much time on that. Because once an employee wants to leave the company, he wants to leave with peace. So he gets the full and final settlements in time, PF settlements will be smooth and service certificate and background verification would be smooth. In this case no employee would give you a genuine feedback in an exit interview, that too in writing.

You may voice record the entire exit interview conversation one to one for analyzing the backdrops and improvements. You can look for other factors. As a saying says " employees wont leave the companies, but their managers" you may look for issues in their team to improve the working atmosphere and other things that employees are expecting to control the attrition.

You may not expect a genuine feedback from a person on the last day of the company, who is already made up a mind to leave the company. He might have started hating the company. You cannot expect a proper feedback i feel.

Do background work on, in which team most people are leaving, from which area, college or network and any other factors, which company is pulling our employees, what are the basic facilities expected by the employees, welfare, security and safety lagging's, Counselings, personal touch, etc can be improved to retain the best talents in the company.

As your boss had given this task to you to do it. You may not be able to refuse it abruptly. But you can prepare a presentation with the solutions to the issues. May be by spending no / less money and with alternative ideas which satisfies employees.

From India, Chennai
Dear Aishwarya Gupta ,

I fully endorse the views expressed by Mr Stephen.

Exit interviews do not bring out the facts that you are expecting.

But still you have to go ahead with that as your boss insists on it.

We do not know what data you have collected so far. It would have been easier if you had shared your exit interview format.

Any way consider the following inputs.

1.0 Leaving for better prospects

2.0 Going for higher salary

3.0 Taking up a higher position

4.0 Moving closer to or native place.

5.0 Spouse's work spot is nearby in the new location.

6.0 Children's Education.

7.0 To take care of ageing parents.

8.0 Climate of the present location ( place, not company) is not suiting

9.0 Very long cumbersome travel to work spot and back home.

10.0 Lack of medical facilities nearby

11.0 Going for higher education

Untold reasons ; you have to be lucky or smart to catch these details.

Ask them before they leave, saying that it will be off the record and that they do not have to sign any paper.Win their trust and keep the matter confidential. To be shared only with the top management, verbally.

1) Not treated well

2) No promotion prospects

3) Colleagues not cooperating

4) Appalling working environment ( physical), say sound , heat dust etc

5) Very long working hours

6) No / less overtime wages



From India
Exit interview will yield results when you build confidence, also start the discussion after giving all dues and certificates to him. Tell him that in no way the feedback will affect him.
From India, Bangalore
It's better to work in an excel sheet with a provision of filter part with a column of Attention where you can mention LOW / Medium / High.
While you present use filter option & start with all low ( higher education / family concerns ( getting married, spouse get transferred, parents sick / health concerns etc)
Medium ( career growth, & higher role and benefits etc., ) and high is concerns related to regulatory & statutory compliance violations / issues with infrastructure / quality of products & superiors etc. which are to be escalated. You also should have the data like name of employee / qualifications / experience / native area / date of joining & leaving.
You should also have data in remarks about your / HOD's efforts in retaining them etc.,
Hope you understood, all the best

From India, Hyderabad
Dear Aishwarya Gupta ,
I agreed with the views of Mr Stephen but as a HR we have not to loose hope and find out the reasons while discussion with employees, we have to create the atmosphere of friendliness while discussion and convince him/ her to put faith on you, may be few things he/she will not write but share informally which will be helpful as a HR.
It will not give 100 % as per our expectation, before discussion we have to read the exit form filled by employees and always prepared few question in mined based on our experience on department culture and attitude of HOD/ Supervisor.
Rest all depend on company expectation and culture, we have to design a form accordingly.

From India, Surat

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