Insights on Exit Interviews for Terminated Employees: Feedback and Analysis

Hi,

Please let me know if we should conduct exit interviews for terminated employees. I am waiting for your suggestions.

Thank you.

Actually, it is not required. Conducting an exit interview in such cases would not serve any meaningful purpose as the intended objectives of the exit interview would not be met.

Hi,

I do agree with the views expressed by Mr. Mayur. It is not necessary to conduct exit interviews of terminated employees. The termination process is usually initiated on grounds of severe misconduct.

Dear Priyanka Sinnarkar,

In my point of view, it's not any harm if we acquire information from a person who has been involved in a termination case. At least it will help us understand the reasons behind the termination and the emotions that led to it.

For HR practitioners, it might be beneficial to review the current policies and procedures proactively. Ultimately, we are conveying to the employee that we are genuinely sorry to lose them, based on the circumstances at hand.

Therefore, keeping the additional information is always advantageous. Best of luck.

I do agree with Nijati. As an HR practitioner, first of all, we should identify which feeling caused him to do so. After that, it is really useful to review the policy and indicate what the issues are that led to such a mistake. This will also bring an embarrassed feeling to the employee so that he will never repeat it again. Once we talk with him and give good advice, then we can express our heartfelt apologies for losing him.

Kiramuddin

I would also like to endorse the views expressed by members.

If you conduct an exit interview for employees who were terminated, the very purpose of the exit interview would fail. This is meant for employees who resign from their job at the existing company and join other companies for better prospects. An exit interview also invites ideas, suggestions, and feedback from departing employees about the company - its salary structure, work atmosphere, welfare measures, attitude of superiors, company policies, etc.

Thanks R K Nair

The 'Exit Interview' in an automated HR environment has been replaced by a 'Structured Feedback' provided online by the employee separating from the company. The purpose of this feedback is to carry out an analysis with a view to arrest attrition. Whether the separation is on account of termination of services or resignation by an employee, feedback provides an equal opportunity to all outgoing employees to express their viewpoint. A face-to-face 'Exit Interview' may hardly be able to record any genuine feedback.

Those interested may visit the 'EmpXtrack' website to find out how mature organizations have used technology to get feedback from those separating from the company.

Hello,

The reason behind conducting an exit interview is for the organization to understand why the employee is leaving. The company can identify areas of opportunity such as employee satisfaction, salary, etc., or determine if the employee would consider working with the company in the future.

In termination cases, this information is not as crucial as the employee likely has issues such as integrity concerns. Therefore, it holds less significance.

Regards

It depends on the person for which reason they were terminated. If the person was terminated for behavioral reasons, then they deserve to be terminated. If it was for performance reasons, then the issue should be addressed, whether it's due to capability or the need for improvement from the organization's end. In cases where interviews are conducted with terminated employees, they may be able to provide specific reasons. However, in most cases, terminated employees may have difficulty providing clear answers or may not be interested in doing so. Overall, the reasons for terminations of individuals are important to the company for reducing attrition levels; a thorough examination of the reasons behind terminations is necessary.

Conducting exit interviews with terminated employees is beneficial for further improving company policies and reducing attrition levels in the future.

Thanks & Regards,
Sunil

Dear Members,

As I read and respect Sunil Mange's idea, it has been mentioned that this Exit interview information will help the company/organization for future job analysis to improve policy and procedures. On the other hand, HR practitioners have to find the reason why turnover in this company is high. To find the reason, this interview information will be more helpful. Hereafter, being an HR professional, it will be more important to conduct the Exit interview and report to the senior management level for taking further action.

Kiramuddin

Exit interviews should be conducted in this scenario to gain insight into the following:
1. Reasons behind leaving the employer.
2. If valid reasons relate to organizational shortcomings, you will have the opportunity to address and improve these areas.
3. If the fault lies with the organization or a specific department, you can consider transferring the employee elsewhere.
4. Lastly, retaining your valuable asset that someone else might utilize could prevent potential risks, especially if the individual holds a senior position.

Stay blessed,
https://scoutshr.blogspot.com

In my opinion, when an employee is terminated, it is done so after the process of warnings and explanations given and taken. Therefore, considering this, we already know why the person is being terminated and the reasons for the person behaving in that pattern.

Also, an exit interview will not provide any other new information that has not come out in the inquiry. Therefore, an exit interview should not be conducted for a terminated employee.

I do agree with scoutshr's points. If someone is in a higher position and directly terminates him/her, it will cause danger in the future. That might be the most useful assets of that organization. Thus, I will recommend doing a deep investigation, and senior management level is responsible to assess the situation and make decisions. Also, for top-level managers, a warning letter will work effectively to prevent the repetition of mistakes. Retaining the most useful assets will benefit the organization in effectively and efficiently utilizing them.

Regards, Kiramuddin