amita-chauhan
Hi.. Everyone,

I am Amita an HR trainee,I am currently working on a concept called Exit interview after 15 days of reliving from the company.So, I need help to add some valuable contents and the analysis technique or method that would give the best and accurate results.
Thank you

From India, Pune
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Dinesh Divekar
Business Mentor, Consultant And Trainer
Amita-chauhan
Hr Trainee

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Dinesh Divekar
7618

Dear Anita,

The biggest trouble with the exit interviews is that the exiting employees never reveal the true reasons for their exit. Therefore, conducting exit interviews reduces just to a formality. Nevertheless, companies continue to conduct exit interviews for their record purposes.

Your company is conducting the exit interview "15 days of reliving from the company". Does it mean that the employee was relieved just after 15 days since he/she joined or the employee worked for a long but you will conduct the interview 15 days after the exit date? Please clarify this point.

Whether to conduct the exit interview on the last working day of the employee or 15 days after the exit date is not the issue. You need to give the exiting employee assurance that for speaking the truth they will not be penalised. You must earn trust from the employees that the management will take corrective action and they will not be harassed. But to face the truth requires great courage. How many top-management personnel are ready to do that?

You have written you want "valuable content and the analysis technique or method that would give the best and accurate results". However, value to the exit interview is added by the true replies given by the outgoing employee. Unless we are assured that no "great content" formula will work.

Thanks,

Dinesh Divekar

From India, Bangalore
amita-chauhan
Thank you Sir for your valuable guidance.
From India, Pune

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