Exit interviews are extremely important for any organization as these provide a great opportunity to the employees that they can discuss the reason behind leaving the job. This allows the business organization to analyze and significantly improve the staff retention strategies and policies. Thus, the exit interviews are an important organizational effectiveness and employee retention tool. The idea behind conducting
exit interviews is to understand the experiences and perceptions of an employee and to get valuable feedback with respect to work environment and organization. A well designed exit interview can significantly help to reduce employee turnover and also enhance employee commitment and satisfaction.
The exit interviews must be relaxed, positive and make certain that the employee leaves the job on a positive note. In few cases, the employee might also decide to come back to your organization at some point of time in their professional career. There are different ways in which an exit interview can be conducted successfully. This can be conducted through a questionnaire, by telephone or through a formal meeting. However, it is quite important to keep the interviews anonymous so that they can fetch you measurable and accurate responses.
The exit interviews provide a great opportunity to get feedback about any flaws in your organization while concentrating on enhancing the ability of the organization to retain efficient and sincere employees.
The exit interviews must be conducted for each exiting employee, irrespective of his potion in the business organization.
Exit interviews are the key to improvement, as hardly ever, you will get such frank and honest feedback from the employees. These exit interviews show that you are actually willing to work on the suggestion of the employees. Thus, exit interviews are quite a great source of valuable information for development of the organization. With the information received, you can boost morale of the employees, enhance operational efficiency, and eventually create a very profitable organization.
Exit interviews are conducted to enable the company for the appraisal and improvement of employee’s retention policies. The organization offers an opportunity to the employee to converse about the reasons for departure.
Exit interviews are the best way to comprehend the reason for leaving. The style of interview would obviously be different for all the employees. The employees who are getting retired or whom the organization has fired need not undergo exit interviews but the employee who is leaving for some reason but the organization wants to retain that employee must undergo the exit interview. Few employers bound the interviews to supervisory, departing management, technical employees and sales. However, these interviews must be conducted for all the departing employees regardless of their designation in organization.
Leaving an organization is typically a voluntary decision of an employee; exit interviews are conducted only to receive feedback from the employees for the improvement of the organization. So, do not treat the exiting employee as a formality or casually and ensure that the interview is structured with a purpose. Try to find out as much as you can so that you will be able to avoid further resignations. The most useful method for an organization is to prepare an interview form with series of questions that you want to ask from the employee.
You must ensure that the interview is being conducted by appropriate staff. A senior manager or human resource manager who has very less contact with the employee can conduct the interview. The next thing that you must keep in mind while conducting an
exit interview is that you must ensure that the interview is conducted in neutral environment where the room is not much confrontational or imposing. Ensure the employee that whatever information is being provided by him would be confidential so that the employee can talk freely.
Exit interviews are often carried out at times when employees are leaving their jobs. Nevertheless, they are essential for successful companies that want to look surreptitious for grounds of their employee’s exit. There are some conflicting viewpoints about such interviews as to the requirement them in the initial situate. Here comes the question whether an employee should participate in it or not. If yes, how will it benefit them? Secondly, exiting employees would barely afford to deny the fact that their declarations would result in a backlash, especially when they are making the revelations in writing.
To take part in such exit interviews is your choice. When you are faced in such interview, you must think cautiously about what you are going to reveal as it can jeopardize any chance of your reappointment if there is any. If you are sure that your remarks will cause no harm, both for you and the company, you need to be diplomatic. There are essential tips to help you confidently participate in such interviews. On the surface, these personal interviews help organization to take precautionary measures by gathering information such as possible bigotry, favoritism and lack of opportunities. Thus, when you are aware of the purpose behind the exit interview, you will know how to approach one. On your part, participating in such interview is not a compulsion. Even if you are not going to lose or gain anything from it, you still need to make sure that it is not used against you.
It is imperative to maintain your calm. The questions asked may seem to be trifling. Take this as your chance to make the interviewer feel that you have no rivalry against them. There will be probably more than a few formalities that needs to done, such as acceptance of your resignation and receipt of the final payment. However, if you are asked to sign anything suspicious, take time to review them again, and comprehend the contents.
Bear in mind that
exit interviews is possibly not compulsory. If you have any doubts or feel uncomfortable to participate in such interviews, just gather the strength and politely refuse to attend the interview.
Retaining skilled and intelligent employees is crucial for any organization to accomplish a constant and best performance. Most of the savvy establishments know that retaining existing employees to maintain productivity and capability levels would best help to boost the financial success of the firm in the long term. Retaining trained staff can also help to save money that would be otherwise spent on enrollment and training of new workforce.
When employees decide to leave an organization, it would not only mean losing the skills and expertise of the workforce, but also the ideas, opinions, and years of experience that influenced their desire to depart. It becomes essential for the management team to know about the employee turnover issues in order to create and implement an effective employee retention plan. This will help them to ensure that their organization has all the resources to expand and achieve performance targets. An employee’s decision to leave an organization may be influenced by organizational and personal factors.
Exit interviews will enable managers and department heads to capture information to help their organization take opportunities for development and devise effective personnel retention strategies.
In many organizations, it can be done through third party exit interviews that will allow exiting staff to honestly and discreetly provide their feedback based on performance dimensions. This can help the management to identify the prime concerns of exiting employees, and find out the key reasons for departing.
It is essential to achieve support of exiting employees to participate in such exit interviews to ensure validation of information.
Team leaders and managers can even discover the modifications in the employee retention policy thereby providing more flexibility in working environment, allowance, increment and so on.
Exit interviews can be the best way to discuss benefit issues and final payments that are due to a departing employee. These interviews would also allow team leaders to show their supervising skills and how good they can retain employees.
The problem of employee turnover is very common in the modern world. There could be many reasons why an employee decides to leave a company. Two of the most common reasons are: finding another professional opportunity or having a problem in the current job. Whenever an employee decides to leave, it is important for the company to know the reason. This is the prime motive why
exit interviews are conducted. It helps the company to improve and progress by reducing the number of employee turnover in the future.
An interaction with an employee, who has decided to leave your company, is known as exit interview.
The purpose of exit interviews is to discover the reason for an employee’s decision to quit his job and to get a feedback about his experience in your company. You can assure the employee that the information of that interview will be kept confidential. It will encourage him to give an honest feedback. In the absence of an exit interview you will never come to know about the actual reason for the employee turnover.
There are a number of ways to conduct an
exit interview. You can have a face to face interaction with the employee or ask him to fill a feedback form. Some companies even carry out this type of interaction on the telephone. An exit interview should be conducted in a relaxed and positive manner. Both the interviewer and the interviewee should be respectable towards each other.
Conducting such interviews will help your employees to know that they are valued and their company cares about them. The exit interviews can provide you some valuable insight into their experiences and perceptions about your company. It is very important that the information collected through this interview is used in a constructive way to improve the work atmosphere and employee satisfaction in your company.