Process Industry Consultant / Soft Skill
Senior Officer - Hr
Human Resource Professional
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.
19th August 2016 From India, Chennai
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
20th August 2016 From India
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
22nd August 2016 From India, Hyderabad
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.
22nd August 2016 From India, Surat