In my view, the HR approach should be to take the actual approach of the employee, as it will lead to know about actual problems he faced and what are the positive things concerned with the Organisation..
If you will concern towards any of the approach, it would be diverted towards thats way only.. and at last it would be wastage of time, as no any good feedback will come out..
Thanks for your reply.
Can you share any of your experiences wherein you have had tough time getting actual data from the employee, as some of the time they act diplomaticaly and are reluctant to share there experiences.... eventhough they are leaving the organisation.
How as an HR we can help them coming out of their shell and share their actual experiences so that at the end of the day we get important inputs.
For best results have an independent company conduct post exit interviews 30 to 60 days after the former employee is in their new job. The interviewer must be able to insure privacy of responses.
Departing employees if they are smart will not share with their employer the real reasons why they are leaving. I advise employees never to tell HR their real reasons for leaving since it is not the employees' job to help their soon to be former employer fix the problems that are driving them out of the organization.
An employer that cares know why an employee leaves because they have discussed with the employee career plans and job performance.
Employers that wait until employees give notice have waited far too long to try to fix the problem.