How Can Exit Interviews Be More Effective? Key Questions and Reporting Tips

Hi Sir,

I would like to know how an exit interview is helpful and what questions should be included in the questionnaire for the same. Additionally, how can the report be generated in various formats after conducting the exit interview?

Regards, Puja

Puja,

Typical Exit Questions are:
1. Any Salary Issue
2. Wasn't he happy with this Team mater and his reporting line manager
3. Was he happy with the role that he played
4. Was there any possibility of advancement in his role
5. Q on office environment
6. Requisites Training Programme conducted?
7. Moral of the Team mates and company overall
8. HR Practices in the company

The same questions can be formatted in an Excel sheet and can be reviewed periodically with the management and HR Staff. All the above questions, if YES/NO, need explanations.

I hope this helps.

Regards,
Nikita

Please review the attached document and enjoy! 😄

Hi Puja,

This is all regarding the Exit Interview format... don't have the exact format but with these details you may prepare it at your own....

Questions

•Tell me about how you've come to decide to leave?

•What is your main reason for leaving?

•What are the other reasons for your leaving?

•Why is this important, or so significant for you?

•Within the (particular reason to leave) what was it that concerned you particularly?

•What could have been done early on to prevent the situation developing/provide a basis for you to stay with us?

•How would you have preferred the situation(s) to have been handled?

•What opportunities can you see might have existed for the situation/problems to have been averted/dealt with satisfactorily?

•What can you say about the processes and procedures or systems that have contributed to the problem(s)/your decision to leave?

•What specific suggestions would you have for how the organization could manage this situation/these issues better in future?

•How do you feel about the organization?

•What has been good/enjoyable/satisfying for you in your time with us?

•What has been frustrating/difficult/upsetting to you in your time with us?

•What could you have done better or more for us had we given you the opportunity?

•What extra responsibility would you have welcomed that you were not given?

•How could the organization have enabled you to make fuller use of your capabilities and potential?

•What training would you have liked or needed that you did not get, and what effect would this have had?

•How well do think your training and development needs were assessed and met?

•What training and development that you had did you find most helpful and enjoyable?

•What can you say about communications within the organization/your department?

•What improvements do you think can be made to customer service and relations?

•How would you describe the culture or 'feel' of the organization

Hope it might help you..

Amit Seth.

How is an exit interview helpful?

To determine the major/main causes of attrition and minimize it by improving on the weak areas.

What should be the questionnaires that should be asked for the same?

Refer to my attached file.

What formats can the report be generated in after conducting the exit interview?

The reports may vary, but usually, reports summarize the feedback.

You can create a table with the following fields:

Date:
Name of Employee:
Designation:
Department:
Reason for leaving - Resignation/Termination
Employee reasons for leaving - less pay, more work pressure, environment, new job near hometown, transfer, family problem, etc.
Supervisor's comments - Good performer, lack of interest in work, not happy with job profile, etc. and other points.

So, in the end, the results would be summarized as:

Out of 9 employees who were rated positively by their superiors, 7 mentioned more work pressure. Therefore, the company needs to address work pressure. This is the main data collection, summarization, and analysis result.

OK.