Most people in organisations feel that exit interviews are just a formality. most of the time it depends on the seriousness of the organisation and the departing employee to make the process of the exit interview a success and derive maximum benefits out of it. What is your view on this?
From India, Bhubaneswar
From India, Bhubaneswar
The purpose of the Exit Interview is to obtain confidential feedback from employees that are voluntarily ceasing their employment with the Organization. Departing employees provide valuable information regarding current work practices; reasons for leaving and other information that can be used to assist management improve future working conditions, and identify underlying trends in a bid to curb instances of staff turnover. The exit interview is an opportunity for an employee to voice any comments or suggestions that have not been addressed during their employment. The exit policy also formalizes the separation process by clearly outlining all responsibilities of both the employer and the departing employee, eg. Confidential information, return of keys/property etc.
Thanks
From Kuwait, Kuwait
47Thanks
From Kuwait, Kuwait
Hai Sanipi,
Exit Survey is good if it is accepted in letter and spirit.
But frankly speaking very few organisations are open for criticism
It is followed more for statistics and routine procedural aspects than for the benefit involved.
But being a HR Professional I feel Exit Survey should be conducted
i) In a congenial tension free atmosphere
ii) Employee must be made to feel homely and cool
iii) Employee should be motivated to open up and come up with both the positive and negative aspects of his experience so that he can come up with frank suggestions for the improvement/ betterment of the situation which if taken up may help to improve the organistion in future
iv) Separating employees (particularly retiring ones) do not have anything to lose, so they are more candid and forthright - their suggestions will be based on years of experience
v) The organisation should act on the exit survey and relay the steps taken based on the suggestions received in the exit survey so that others in the organisation feel that they are really going to be heard and acted upon based on their exit survey feedback
vi) Gradually create an environment where employees develop belief in Exit survey
All the best
First exist, then exit
Premson
From India, Mangaluru
Exit Survey is good if it is accepted in letter and spirit.
But frankly speaking very few organisations are open for criticism
It is followed more for statistics and routine procedural aspects than for the benefit involved.
But being a HR Professional I feel Exit Survey should be conducted
i) In a congenial tension free atmosphere
ii) Employee must be made to feel homely and cool
iii) Employee should be motivated to open up and come up with both the positive and negative aspects of his experience so that he can come up with frank suggestions for the improvement/ betterment of the situation which if taken up may help to improve the organistion in future
iv) Separating employees (particularly retiring ones) do not have anything to lose, so they are more candid and forthright - their suggestions will be based on years of experience
v) The organisation should act on the exit survey and relay the steps taken based on the suggestions received in the exit survey so that others in the organisation feel that they are really going to be heard and acted upon based on their exit survey feedback
vi) Gradually create an environment where employees develop belief in Exit survey
All the best
First exist, then exit
Premson
From India, Mangaluru
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Exit interview-form. docx
Exit Interview.zip