Exit Interview
1. Definition:
The formal conversation that takes place between an employee and human resources (HR) or other manager to determine the reason(s) the employee is leaving. (enterprenuer.com)
When an employee makes a voluntary decision to leave an organization, it is important for the organization to find out the reason for leaving, as the employee takes with him/her the knowledge, skills, expertise, and the experience. Generally, employee turnover happens due to the organizational and/or interpersonal and/or personal reasons. To understand the factors that compelled an employee to end its relationship with the organization is an integral part of the employment ending process. The organization should use the exit interview as an effective tool to develop and implement the strategies for meaningful staff retention. The exit interview provides the organization an opportunity to 'make peace' with a disgruntled employee; otherwise, the employee leave with the vengeful intentions which could lead to negative publicity for the organization.
The number of questions can be asked to the departing employee, but a careful selection has to be made based on what outcomes the organization would like to derive. Some of the basic questions asked are stated below. For a detailed list of questions, please refer Appendix A. a. Overall, how did you find your experience working on this team? b. What did you like about it? c. What could have been better? d. What is the primary reason for leaving? e. What would it take for you to stay? f. Did you receive enough training and support to do your job effectively? g. Did you receive sufficient feedback about your performance between reviews? h. Did any policies or procedures (or any other obstacles) make your job more difficult? i. Would you consider working for this organization again in the future? j. What does your new position offer that your previous one doesn't? k. Any other
The formal conversation that takes place between an employee and human resources (HR) or other manager to determine the reason(s) the employee is leaving. (enterprenuer.com)
When an employee makes a voluntary decision to leave an organization, it is important for the organization to find out the reason for leaving, as the employee takes with him/her the knowledge, skills, expertise, and the experience. Generally, employee turnover happens due to the organizational and/or interpersonal and/or personal reasons. To understand the factors that compelled an employee to end its relationship with the organization is an integral part of the employment ending process. The organization should use the exit interview as an effective tool to develop and implement the strategies for meaningful staff retention. The exit interview provides the organization an opportunity to 'make peace' with a disgruntled employee; otherwise, the employee leave with the vengeful intentions which could lead to negative publicity for the organization.
The number of questions can be asked to the departing employee, but a careful selection has to be made based on what outcomes the organization would like to derive. Some of the basic questions asked are stated below. For a detailed list of questions, please refer Appendix A. a. Overall, how did you find your experience working on this team? b. What did you like about it? c. What could have been better? d. What is the primary reason for leaving? e. What would it take for you to stay? f. Did you receive enough training and support to do your job effectively? g. Did you receive sufficient feedback about your performance between reviews? h. Did any policies or procedures (or any other obstacles) make your job more difficult? i. Would you consider working for this organization again in the future? j. What does your new position offer that your previous one doesn't? k. Any other