Need Urgent Help with Exit Interview Forms and Analysis – Any Guidance?

Request for Exit Interview Forms and Analysis Guidance

I require exit interview forms and guidance on how to analyze them. Please help me out, as this is very urgent.

Thank you.

Regards

You can create a form with the following details:

1) Asking the employee to tick areas of concern/reasons for leaving:
- Better salary
- Work environment
- Relationship with peers/superiors

These are a few points; you can create an exhaustive list and ask the employee to tick these. This will help you identify areas of improvement for the organization.

2) You can list the areas he/she enjoyed the most.

3) Things that disappointed the most.

4) Would he like to recommend somebody to this organization? (This is important as it will help you understand what they think about the organization.)

5) Create one more list where you can ask employees to tick areas that would encourage them to stay, such as:
- Better policies
- Appraisal process
- Empowerment, etc.

6) Is he interested in staying back, or what will motivate him to stay back?

These are some points that will help you create the exit form. Most importantly, conduct an exit interview before he is relieved. As HR professionals, we should try to speak to the person and retain him, not just ask him to fill out the form, as interacting provides more information.

Hi Akrati, I would like to thank Kavigopal for the valuable inputs!

Exit Interview Insights

I'm sure you must have downloaded formats for the exit interview, which are available on this forum. More than just a form-filling exercise, HR needs to get to the bottom line of the issues involved. Please remember—most people would give very good ratings about the would-be ex-organization as "they don't want to burn the bridges" or don't want to write the realities of the organization, especially in writing.

Useful Tips for Conducting Exit Interviews

1. Please conduct this exercise on his/her last day when you have shown the F & F settlement to the would-be ex-employee and assure them that they would receive it once they complete the exit interview process.

2. Also, use this opportunity to build an atmosphere of trust and faith that their comments would not be used in a retributive manner and that the whole exercise is geared towards improving the working conditions of the company. One good way is to have the meeting outside the office location so that the would-be ex-employee feels less "pressured."

3. Use the time to probe the points mentioned in the exit interview format by the would-be ex-employee.

4. At the end of the meeting, prepare a summary of the discussions and proposed action points to be reviewed, which should be sent to the Top Management for comments and review. This is the most crucial action point, and it is here that HR gets to play the role of being an HR partner to the Business of the Organization!

Best Wishes,

Rajat Joshi