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HR Zone » Human Resource Management » need a clarification !!!!!!!!

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need a clarification !!!!!!!!
Uma
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Posted 08-11-2008Reply

What is an "exit interview"?

Diana
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  Rated +5 | Posted 08-11-2008

Dear Uma,


Exit interview as it speaks for itself, is the final discussion between HR and the employee( who has already resigned & now would be leaving the company).

Some common points which would be discussed during an exit interview would be:

1) Reason for leaving, what was the driving factor which made him/her decide
to leave?
Ans. could be :: Financial (less pay/hike) / lack of cooperation from
Colleagues / Management / require better career growth /infrastructure /
onsite Opportunity / Relocation / marriage / health problem…etc

2) Find out what was frustrating/difficult/upsetting to him/her?
3) Ask him/her to share two good/enjoyable/satisfying incidents during their
stay ?
4) What extra responsibility would they have welcomed but not given?
5) What are their comments on their performance evaluation?
6) Suggestion to improve working conditions, hours, shifts, amenities, etc?
7) What can you say about the way you were managed?( day to day or
monthly basis )
8) Would they consider working again for us if the situation were right?


The thorough analysis of these points would be a great help, so that in future the same mistakes are not repeated…

Understanding/planning/executing strategies to improve on the areas the Co. lacks behind could save another paper turning into a resignation letter.

Sometimes, if the exit interview is done efficiently can turn into a success by retaining that particular employee…

You, as an HR can and should put in your own points, based on the type of industry you work in/ No of years he/she has been with the firm (the longer the association, the better he/she can give you a feedback) / hierarchy of the employee & reasons he/she has mentioned in the resignation letter…


In case I have missed out on anything, hope others would fill in their views as well...


Hope this brief gives you a clear picture,



Diana

Rekha
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  Rated 0 | Posted 08-11-2008

good job diana

Uma
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  Rated 0 | Posted 08-11-2008

thanks a lot diana...........

Neil
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  Rated +3 | Posted 10-11-2008

Dear Uma,





Exit interview as it speaks for itself, is the final discussion bet... See Diana's complete reply


Hi Diana

I'm unhappy with your approach in this answer. Some of your questions are focused on "failures" - negatives. You should be looking for positives. Also you seem to be priming the exit-client with ideas they may not have had.

1) Reason for leaving, what was the driving factor which made him/her decide
to leave? - Try What attracted you to the other company, what differences were important?

2) Find out what was frustrating/difficult/upsetting to him/her? - This is a leading question which will almost always come up with answers. Asking this question will make it harder to re-recruit the client in the future and could lead them to spread dis-satisfaction among work colleagues by increasing their focus on the negative side of the current company. Note the first question should, if managed correctly give the answer to the second question too.

4) What extra responsibility would they have welcomed but not given? Responsibility is often synonymous with a company's Benefit/Reward Strategy, many people only seek responsibility for the rewards they believe they should get.

7) What can you say about the way you were managed?( day to day or
monthly basis ) - This should be part of a 360° appraisal system and not part of an Exit Interview.

My last observation is in relation to your quote "Sometimes, if the exit interview is done efficiently can turn into a success by retaining that particular employee…" - research has shown that this is generally not a desirable outcome for either side as 80% of leavers have left within 9 months anyway.

______________________________________________________________

Exit strategies for companies, which should include exit interviews, are almost as important as recruitment strategies.

Done well they become part of a process of continuous improvement leading to the company being seen as a high value employer and a company which is efficient at recruiting and retaining the best. As a result they have to be done well. They should not be undertaken by the untrained or inexperienced and should always involve people at a senior level, both within the HR and from the relevant section of the company.

Reema
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  Rated +1 | Posted 11-11-2008

I belive that for Key Performers this exit interview should not be taken on the last day, so that if we can find the main reason for the key performer's ditachment form the company the same can be taken care. Like if the employee is leaving due to compensation or Job description these details can be discussed with the Management and can be fixed. loosing a key resource is a bigger loss. Afterward you need to recruit a new person, train, and get him adjusted to the new enviroment. All these stuff can take lot of time and will be a cost to the company. To reduce the cost the exit intreview should be designed in such a way that the result should not come on the last day when you cannot change the key performer's mind.
Let me know what you all feel for this.

Deepak
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  Rated +2 | Posted 11-11-2008

Hi Uma,
"exit interview" is basically an exchange of information when an employee is leaving the organisation. The interview is taken by an HR personnal or by the person immediate Manager or by a team of people which include his manager and an HR personal, the basically talk to the person who is leaving the organisation about the various reasons as to why he is leaving the organsiation, his experiences (Good or Bad). The main objective of the Hr Person is that since the Co. has invested in that person and he knows about the Company (if he is working in the Company for more than one year) then Co. tries to retain that employee as he knows about the Company and its in and out behaviour.

Regards
Deepak Kumar
9871517978

Uma
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  Rated 0 | Posted 11-11-2008

thanks everyone..................................

Ramanan
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  Rated +1 | Posted 11-11-2008

What an information exchange...

hats off to the great network ...

Uma
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  Rated 0 | Posted 11-11-2008

Thanks a lot................

Diana
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  Rated +2 | Posted 11-11-2008

Hi Neil,

Thanks for sharing your views,

Yes, I agree it seems bit “negative” to find out only about the shortcomings/failures of the present companies, but don’t you think if we ask about the positive points of the other Co. we are actually, indirectly highlighting our own shortcomings?

However, I have answered these points in form of answers…

Unfortunately, when it comes to appraisals/hike, most of the employees will not be willing to point out & mention anything about the shortcomings or the way they are monitored/guided, the way they would actually want to work…they try to be positive just to complete their appraisals…they fear that if they suggest something for improvement, it would have a negative impact on their appraisals! No matter how hard you try to explain that their feedback is essential & important…I have come across very few who really bothered to talk about the malfunctions during their appraisals….

I don’t know how many other HRs faced the same trouble?

But, yes, I do agree with you, the ones who want to leave, will leave anyway…yet it helps us to buy sometime & get the desired resource/replacement…

Would appreciate if you could share some more questions for exit interview…which you have experienced and felt would be the best…

I would love to learn more about it…how do you process it over there?


Thanks once again…

Diana



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