If you’re a boss, definitely you always want to increase the efficiency of employees and company. What is the major effectual action that you can take in order to increase efficiency? Yes, you are right, it is
exit interviews. It is the only way to acquire a complete understanding about how your employees are perceiving the working conditions, benefits, management and pay related issues. It is kind of interview which is often conducted at the time of exit of employees. Obviously, the main aim of management is to retain employees as much as possible but sometimes it becomes near to impossible, so in this case you must ask some necessary questions from the employee who is going to leave a company. It is also true that employees have lots of excuses but it is your responsibility to prepare an exit survey in such a manner that employee can easily answer all the questions honestly and comfortably. For this, there are so many professional survey companies available in the market and you can approach any one by considering their reputation and their experience in the industry.
Be honest and sincere to employee during exit interviews so that they can provide you accurate information about why they are leaving the company.
Always bear in mind that the information gathered during
exit interview will be used to make necessary changes in the company, so be precise. Apart from surveys, you can also ask the major questions but always ask thoughtful questions. More questions you will ask, more the information you will acquire, so prepare a questionnaire before interview. Be precise and remain neutral and focus only on their role, company or department. The information gathered during exit interviews can act like a catalyst for an organization. So, this is the reason it is always advised to ask the necessary questions and in a very comfortable manner so that employees can tell everything honestly and comfortably.
Exit interviews are those interviews which are conducted between the human resource manager and the employee leaving the organization. The employee may leave the organization due to any reason. In the interview the employee may be questioned or asked to fill in a questionnaire. It may contain questions related to reason behind leaving the organization, the job satisfaction and any suggestions to improve the present working conditions.
The main reason behind conducting exit interviews is to collect information to improve the present working conditions. It also aims at reducing the rate of employees leaving the organization. It is not mandatory for every employee to undergo an exit interview. It is completely the employee’s opinion and the employee can also refuse to give the interview. If the employer insists on conducting interview and one resents, then it might cause further problems. The employer can put in records that the particular person should not be hired as he or she did not participate. When the new employer conducts a back ground check, the previous employer can reveal this information.
So here are some things one has to remember before attending
exit interviews. First if the exit interview was beneficial, second verify if the interview is completely confidential or not. Thirdly, what is the real reason behind conduction of the interview? Is it to improve or to just find your real reason behind leaving? So, it is better to attend the interview to avoid any future problems with the employer. The employer is insecure that the employee leaving the organization might give away useful information. Therefore during the interview be honest and be positive about the interview.
To summarize, the exit interview is a meeting between the employee leaving the job and one of the human resource managers. It is conducted to improve the working standards of the organization and to implement better policies to increase job satisfaction.
An ‘exit interview’ is a simple communication between leaving employee and representative from company. These interviews may follow a planned format or can be conducted on informal basis. Written questionnaires may be put into use instead of face to face interviews; whichever technique is utilized, ‘exit interviews’ are usually documented. Workers who leave the firm either involuntarily or voluntarily are the sources of helpful detail. These interviews present a tremendous way for workers to express their opinions, voice complaints if any, and offer helpful criticism.
Exit interviews present a fleeting prospect to find details that otherwise may be impossible or not easy to get. It is also an imperative learning tool, and if conducted in proper manner can provide companies with a prospect to clarify incentives and salary related issues. The companies can also figure out reasons behind employee retention and discuss the grounds for termination.
Some employers conduct exit interviews to make the leaving employee acquainted with firm’s rules regarding departing, such as restrictive covenants, trade-secret confidentially, unemployment insurance and others. It also helps employees to make sure return of company property, security cards and keys. Besides, you, being an employer, can also find out how well the particular department is operating. Sometimes, this interview can also be held to defuse or resolve any remaining issues with existing workers. While preparing for
exit interviews, employers should assess the employees file that include performance appraisals and job description.
In many cases, HR department with adequate preparation and training should do this interview. More often than not, immediate seniors are very close to circumstances to be precise in asking queries and documenting responses. The immediate seniors of employees should be there at the time of interview so that worker can feel more relaxed and answer all questions honestly.
Exit interviews may prove a ‘win-win’ condition for both employee and the company if conducted in a proper way. Essentially, an exit- interview is a conversation between a leaving worker (leaving either involuntarily or voluntarily) and representative from company. This interview can be conducted on informal basis, or may also follow structured format. Sometimes, a written questionnaire can also be put into use in place of face-to-face conversation. Whichever format is implemented, exit interview is generally documented.
The workers who leave the organization involuntarily or voluntarily are often good sources of helpful information. They may voice complaints, let-off steam, offer useful criticism or simply explain why they are leaving. However, the actual value of
exit interviews is clearly for the company itself that can utilize it as reality check, trend spotter or informal but imperative evaluation to find out how the organization is doing. The best time for exit-interviews is not the day when worker is about to leave, but it should be two or three days before. Whenever the interview is conducted, sufficient time must be given for thorough discussion. It is always a tremendous idea to schedule exit interview when the employee goes to personnel to fill-out benefits paperwork or return identification badge.
As per renowned HR executives,
exit interviews are more effectual when conducted in short time after worker has left, as this interval permits him to think about answers, without any pressures of work. Most workers who have left voluntarily would like to take part in later conversation just because they wish to keep possible return and communication lines open. It is a good idea to conduct the interview in front of employee’s immediate supervisor so that he can feel comfortable and speak honestly.
Simply put, an exit interview facilitates a fleeting prospect to employers, to help them figure out details that otherwise may be impossible or more difficult to get.