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  • Writer's pictureMehak Sharma

An End is Only A Beginning In Disguise!



Exit interviews allow businesses to discover why an employee is leaving their organisation. Employees can utilise these to express themselves and provide ideas for change.


When an employee quits a firm, many perform exit interviews. In order to enhance the firm, an interviewer will ask questions regarding the company's strengths and problems. The interview, which is normally done by a supervisor or someone from human resources, lasts between 30 and 90 minutes.


Why do companies conduct exit interviews?


- Exit interviews are conducted largely to understand the causes for employee turnover, or the rate at which people depart an organisation. If an employee is leaving due to problems with the firm, it is beneficial for the employer to know so that adjustments may be made. They may monitor employee satisfaction trends over time.


- Employers value high employee retention rates because it takes time, effort, and money to attract, train, and pay staff. The longer an employee remains with a firm, the greater the return on investment. As a result, it is in employers' best interests to make their firm a place where people desire to work and want to continue working in the future.


Must Ask Questions in an Exit Interview

  1. Why are you leaving the current position?

  2. How do you feel about management and do you have any feedback or suggestions for how we can improve?

  3. Was there a time when you felt proud of your work?

  4. Do you feel you received proper and complete training?

  5. Do you think the company supported your career goals?

  6. Would you recommend this company to others seeking employment?

  7. What were your criteria for choosing a new employer?

  8. Would you consider staying

  9. What does your new position offer that differs from your role here?

  10. Is there anything that could have kept you here?

  11. How would you describe the company culture?

  12. How was your relationship with your manager? How could it have been better?

  13. Did you feel like a valued team member while working here?

  14. What are the best and worst parts of your job?

  15. How could we improve employee morale?

  16. Do you feel like you lacked resources, training, or feedback that you needed to improve?

  17. Did you have adequate growth potential within the company?

  18. What would you change about this position?

Best Practices of Exit Interviews and what precautions should be taken care of?


Have a positive outlook - When someone gives you a lot of feedback, it's tempting to become defensive (let alone criticism). Your company needs input, and the departure interview isn't the place to defend any criticisms—fair or unfair. Tell your inner debate champion to take a lunch break, listen, and attempt to redirect the conversation in a positive direction by pressing for facts that will assist you in making significant improvements.


Don't force the employee to give the exit interview - Some employees may refuse to participate in a departure interview at all. That's unfortunate for you, but don't push them. It will leave a bad taste in their mouth and will most likely not result in anything productive. Swing by their desk or office and offer them a task list with due dates if they have paperwork to sign or processes to complete. Then, as their last day approaches, check in to ensure that all of your offboarding ducks are in a row.


Schedule the meeting and communicate the purpose - An exit interview is usually best conducted on an employee's last day. It could even be a good idea to make it the final thing they do before embarking on their next trip. It should be arranged far in advance of the last day so that your employee is prepared. You should also offer an explanation or agenda of what you'll be talking so that departing workers know you value exit interviews. You'll also help them to deliver more considered responses to your inquiries by giving them time to consider what you'll be discussing.


Maintain Confidentiality -Despite the fact that they are departing, your employee will most likely take solace in anonymity. Of course, they'll want you to respond to their input (more on that later), but you must do so without revealing them. After all, employees periodically return, frequently work with former coworkers in future chances, and may even request a referral from a supervisor at your company. They should feel comfortable sharing criticism without fear of harming their future opportunities.


Outline relevant (and valuable) questions - Instead of rushing into the meeting and letting your gut drive the conversation, plan ahead of time and write down the particular questions you want to ask. Knowing a little bit about the employee's personal situation may modify the questions you wish to ask. A collection of the finest exit interview questions may be found here.


Extend your enthusiasm and support for their new opportunity - It's unfortunate when top performers leave, but if you truly care about your employees (and you should! ), you should be happy that they're taking on new challenges. Express how much you and the firm value their efforts and how pleased you are for their new adventure if appropriate.


Implement the suggestions - This is maybe the most crucial recommendation of all. The knowledge gleaned from exit interviews will be useless if you do nothing with it. Use exit interviews to their maximum potential by carefully documenting and implementing feedback. Of course, not all criticism will necessitate action (some circumstances are unique, or departing workers merely vent their concerns), but when you find patterns or big issues, make a strategy to begin taking action right away.


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