A Tool of Retention- Exit interview
Some employers refuse to conduct exit interviews with departing employees because they view them as a forum for criticism. Some contend no new information comes from exit interviews. Others simply do not want to hear what departing employees have to say.
All of those reasons fail to take the big picture into account. As employers struggle to reduce turnover, many are discovering the importance of keeping their fingers on the pulse of employees' perceptions and opinions. More employers are adopting exit interviews as a means of enhancing communications because they provide information that employees may be reluctant to share under different circumstances.
These interviews give you the opportunity to gain information from departing employees about their perceptions on both the positives and negatives of your organization. Exiting workers can offer what they see as the actions, policies, procedures and practices they view as organizational strengths and those they view as areas needing improvement.
For an exit-interview process to be effective, it should consist of the following elements:
*The process should be managed by a senior member of management who is viewed by the work force as a neutral, unbiased participant, such as a Human Resources executive. The employee's immediate supervisor should never conduct the interview.
*The interview should be conducted prior to the employee's last day of employment to prevent the perception that it is just a process to get through.
*A formal format and form should be developed and used to ensure consistency. The form should question the strengths of the organization in the areas of compensation and benefits, employee relations, the working environment, relationship with the immediate supervisor and management, what the organization does well and can improve, equipment and resources, problems that were not properly addressed and whether the employee would recommend the company as a place of employment.
It's a mistake to view exit interviews only as an opportunity for departing employees to gripe. Rather, such interviews offer employers a chance to gain meaningful information to reduce or prevent employee turnover.
Source: IHRM Forum
Regards
Suresh Kumar.K
SAP HR Consultant
91-9820988516
Atos Origin
Mumbai
Some employers refuse to conduct exit interviews with departing employees because they view them as a forum for criticism. Some contend no new information comes from exit interviews. Others simply do not want to hear what departing employees have to say.
All of those reasons fail to take the big picture into account. As employers struggle to reduce turnover, many are discovering the importance of keeping their fingers on the pulse of employees' perceptions and opinions. More employers are adopting exit interviews as a means of enhancing communications because they provide information that employees may be reluctant to share under different circumstances.
These interviews give you the opportunity to gain information from departing employees about their perceptions on both the positives and negatives of your organization. Exiting workers can offer what they see as the actions, policies, procedures and practices they view as organizational strengths and those they view as areas needing improvement.
For an exit-interview process to be effective, it should consist of the following elements:
*The process should be managed by a senior member of management who is viewed by the work force as a neutral, unbiased participant, such as a Human Resources executive. The employee's immediate supervisor should never conduct the interview.
*The interview should be conducted prior to the employee's last day of employment to prevent the perception that it is just a process to get through.
*A formal format and form should be developed and used to ensure consistency. The form should question the strengths of the organization in the areas of compensation and benefits, employee relations, the working environment, relationship with the immediate supervisor and management, what the organization does well and can improve, equipment and resources, problems that were not properly addressed and whether the employee would recommend the company as a place of employment.
It's a mistake to view exit interviews only as an opportunity for departing employees to gripe. Rather, such interviews offer employers a chance to gain meaningful information to reduce or prevent employee turnover.
Source: IHRM Forum
Regards
Suresh Kumar.K
SAP HR Consultant
91-9820988516
Atos Origin
Mumbai