Dear All members, All of you are requested to explain the term exit interview that I have face in one of my interview. Thanks and Regards Vikas kumar
From India, New Delhi
Acknowledge(0)
Amend(0)
16From India, New Delhi
Acknowledge(0)Amend(0)
Dear Vikas,
"Exit interview" is a process where an employee who is willing to leave the organization is asked to provide feedback on various aspects of the organization. For example, the following questions can be asked according to a leading consultant:
1. What are the things you liked about the organization?
2. What are the things you disliked about the organization?
3. What could the organization have done to prevent you from leaving?
4. Which aspects of your job are most satisfactory/dissatisfactory?
5. In the future, if given the chance, would you like to rejoin the organization?
6. Would you recommend our organization to your family and friends?
A person who is leaving the organization will definitely provide some useful tips that can help the organization improve the work environment for employees.
Sometimes in the exit interview, the HR person tries to retain the leaving employee if he/she is worth it.
All this exercise is done because humans are the most "un" valuable resource for any organization.
From India, Ahmadabad
Acknowledge(0)Amend(0)
"Exit interview" is a process where an employee who is willing to leave the organization is asked to provide feedback on various aspects of the organization. For example, the following questions can be asked according to a leading consultant:
1. What are the things you liked about the organization?
2. What are the things you disliked about the organization?
3. What could the organization have done to prevent you from leaving?
4. Which aspects of your job are most satisfactory/dissatisfactory?
5. In the future, if given the chance, would you like to rejoin the organization?
6. Would you recommend our organization to your family and friends?
A person who is leaving the organization will definitely provide some useful tips that can help the organization improve the work environment for employees.
Sometimes in the exit interview, the HR person tries to retain the leaving employee if he/she is worth it.
All this exercise is done because humans are the most "un" valuable resource for any organization.
From India, Ahmadabad
Acknowledge(0)Amend(0)
Hi Vikas,
Exit interviews are usually a part of the HR process and are done when an employee decides to leave the organization.
The main purpose of an exit interview for a company is to gather data or information on why a particular employee is leaving. Basically, it is performed with the intention of identifying weaknesses or areas that can be improved within the organization. The basic questions asked to the departing employee during the exit interview are:
1. What is the main reason for your departure from the organization?
2. Do you believe you have gained from your experience in this organization? Please elaborate.
3. Whom or what do you think is responsible for your decision to leave?
4. Was your departure pre-planned or decided suddenly?
5. Do you have any complaints against the management?
6. Do you have any suggestions for improvement?
7. If given a suitable opportunity, would you consider working with the organization again?
These questions can be somewhat challenging and may result in the departing employee receiving a poor performance appraisal, but they are nonetheless a standard procedure. Therefore, the HR or the relevant department has to adhere to them.
Regards,
Anuradha
From India, Delhi
Acknowledge(0)Amend(0)
Exit interviews are usually a part of the HR process and are done when an employee decides to leave the organization.
The main purpose of an exit interview for a company is to gather data or information on why a particular employee is leaving. Basically, it is performed with the intention of identifying weaknesses or areas that can be improved within the organization. The basic questions asked to the departing employee during the exit interview are:
1. What is the main reason for your departure from the organization?
2. Do you believe you have gained from your experience in this organization? Please elaborate.
3. Whom or what do you think is responsible for your decision to leave?
4. Was your departure pre-planned or decided suddenly?
5. Do you have any complaints against the management?
6. Do you have any suggestions for improvement?
7. If given a suitable opportunity, would you consider working with the organization again?
These questions can be somewhat challenging and may result in the departing employee receiving a poor performance appraisal, but they are nonetheless a standard procedure. Therefore, the HR or the relevant department has to adhere to them.
Regards,
Anuradha
From India, Delhi
Acknowledge(0)Amend(0)
Hi all,
I am a little confused here! You state that the exit interview, if conducted effectively, can result in HR being able to retain the employee and make him revert his decision. So that means the exit interview is conducted before the relieving process for the employee can begin. All along, I have been given to understand that the exit interview is conducted after the relieving formalities have been processed, and the employee has his relieving letter in hand.
So the question is - When is the exit interview conducted - after the employee hands in his resignation or after the relieving formalities are done, and it's the employee's last day at the organization?
Waiting for a clarification on the same.
Regards,
Jharna Punjabi
From India, Pune
Acknowledge(0)Amend(0)
I am a little confused here! You state that the exit interview, if conducted effectively, can result in HR being able to retain the employee and make him revert his decision. So that means the exit interview is conducted before the relieving process for the employee can begin. All along, I have been given to understand that the exit interview is conducted after the relieving formalities have been processed, and the employee has his relieving letter in hand.
So the question is - When is the exit interview conducted - after the employee hands in his resignation or after the relieving formalities are done, and it's the employee's last day at the organization?
Waiting for a clarification on the same.
Regards,
Jharna Punjabi
From India, Pune
Acknowledge(0)Amend(0)
Hi Jharna,
As Prem said in the 3rd point - what could the management have done to retain you? And in the last paragraph, if he/she is worth it, the management can retain him/her. The main purpose of an exit interview is to have a healthy discussion with the employee who is leaving and to assess the reason behind it.
If the person is leaving because they are not receiving enough money here and the management, after conducting the exit interview, finds that the person is worth a raise, they can ask - "If we raise your salary, do you think you will reconsider your decision?"
The exit interview process varies from company to company. In some companies, there is a pre-exit session, which is essentially a counseling session, held just after the employee has submitted their resignation. Asking such questions can assist the management in identifying problems and potentially help the company retain the particular employee.
Regards,
Anuradha
From India, Delhi
Acknowledge(0)Amend(0)
As Prem said in the 3rd point - what could the management have done to retain you? And in the last paragraph, if he/she is worth it, the management can retain him/her. The main purpose of an exit interview is to have a healthy discussion with the employee who is leaving and to assess the reason behind it.
If the person is leaving because they are not receiving enough money here and the management, after conducting the exit interview, finds that the person is worth a raise, they can ask - "If we raise your salary, do you think you will reconsider your decision?"
The exit interview process varies from company to company. In some companies, there is a pre-exit session, which is essentially a counseling session, held just after the employee has submitted their resignation. Asking such questions can assist the management in identifying problems and potentially help the company retain the particular employee.
Regards,
Anuradha
From India, Delhi
Acknowledge(0)Amend(0)
Hi Anuradha,
Thank you for helping me understand and clear up some of my confusion. Ideally, a pre-exit interview - more like a counseling session - can also be conducted just after an employee submits their resignation. Alternatively, a formal exit interview form can be completed by an employee on their last day.
Thank you once again,
Jharna
From India, Pune
Acknowledge(0)Amend(0)
Thank you for helping me understand and clear up some of my confusion. Ideally, a pre-exit interview - more like a counseling session - can also be conducted just after an employee submits their resignation. Alternatively, a formal exit interview form can be completed by an employee on their last day.
Thank you once again,
Jharna
From India, Pune
Acknowledge(0)Amend(0)
Hi Jharna,
The problem with organizations is that they don't take these exit interviews seriously.
The exit interviews have remained just a formality. As you said, the exit interviews are conducted on the last day, it is not necessary.
The exit interviews in some organizations are conducted with a form as well as verbal questions before the employee gets their relieving certificate and other documents and payments. I told you it depends from company to company.
When my friend left a well-known BPO, his exit interview was conducted by the HR department on the last day when he got his relieving certificate and everything. And he had the offer letter of another company. So, he didn't have to fear anything. He told the HR that he cannot work under the abusive boss.
Consider if he had said this before he got his relieving certificate, then maybe he would never have got a good performance appraisal or maybe he would not have got his dues or anything would have happened.
It is my opinion that there should be a counseling session before a written exit interview.
Regards,
Anuradha
From India, Delhi
Acknowledge(0)Amend(0)
The problem with organizations is that they don't take these exit interviews seriously.
The exit interviews have remained just a formality. As you said, the exit interviews are conducted on the last day, it is not necessary.
The exit interviews in some organizations are conducted with a form as well as verbal questions before the employee gets their relieving certificate and other documents and payments. I told you it depends from company to company.
When my friend left a well-known BPO, his exit interview was conducted by the HR department on the last day when he got his relieving certificate and everything. And he had the offer letter of another company. So, he didn't have to fear anything. He told the HR that he cannot work under the abusive boss.
Consider if he had said this before he got his relieving certificate, then maybe he would never have got a good performance appraisal or maybe he would not have got his dues or anything would have happened.
It is my opinion that there should be a counseling session before a written exit interview.
Regards,
Anuradha
From India, Delhi
Acknowledge(0)Amend(0)
Hi,
The exit interview has been conducted on the last day of the notice period the employee has given. For example, today, 29th Nov. 2007, I am giving one month's notice to my company and requesting to be relieved from 28th December 2007. The company will then conduct my exit interview on 27th or 28th December 2007.
Regards,
Prerak Vasavada
From India, Ahmadabad
Acknowledge(0)Amend(0)
The exit interview has been conducted on the last day of the notice period the employee has given. For example, today, 29th Nov. 2007, I am giving one month's notice to my company and requesting to be relieved from 28th December 2007. The company will then conduct my exit interview on 27th or 28th December 2007.
Regards,
Prerak Vasavada
From India, Ahmadabad
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Effective employee retention strategies-BPO. doc