Hi,
I am working as a AM in HR for a software firm. One of the major challenges most companies face is attrition & one of the things i want to do this year is attrition management.
We have a process of an exit interview & analysis , but i personally feel that its limited to stating most the facts like tenure trend, rating trend etc. these are more like employee record facts.
is there any way that i could do an analysis on some other factors that could be gathered by exit interviews.....
Please help.
From India, Delhi
I am working as a AM in HR for a software firm. One of the major challenges most companies face is attrition & one of the things i want to do this year is attrition management.
We have a process of an exit interview & analysis , but i personally feel that its limited to stating most the facts like tenure trend, rating trend etc. these are more like employee record facts.
is there any way that i could do an analysis on some other factors that could be gathered by exit interviews.....
Please help.
From India, Delhi
HI geetika
The main aim of conducting the exit interview is to know the reason why an employee is leaving the company. This is like a feedback to the company wherein it can improvise its work environment.
You have to know the basic reason or motive that probed the employee to leave the company. And make a written statement of this and forward it to the concerned top managment official as feedback who can take appropriate measures to improvise the condition.
From exit interview we can know where the comany is lacking like whether the pay scales are not at par with market, or doesnt have good work environment or Team work is lacking or superior subordinate relationship is not maintained properly...so many reasons like wise can b known and accordingly you can improvise those areas and atleast from then you can provide the quality environment for the rest of the employees and retain them with you.
Hope its clear.
Regards
Navya
From India, Hyderabad
The main aim of conducting the exit interview is to know the reason why an employee is leaving the company. This is like a feedback to the company wherein it can improvise its work environment.
You have to know the basic reason or motive that probed the employee to leave the company. And make a written statement of this and forward it to the concerned top managment official as feedback who can take appropriate measures to improvise the condition.
From exit interview we can know where the comany is lacking like whether the pay scales are not at par with market, or doesnt have good work environment or Team work is lacking or superior subordinate relationship is not maintained properly...so many reasons like wise can b known and accordingly you can improvise those areas and atleast from then you can provide the quality environment for the rest of the employees and retain them with you.
Hope its clear.
Regards
Navya
From India, Hyderabad
Dear sender
Exit interview is basically a feed back format given by the employee who has resigned from the services of the company.
It gives the reason for lea;ving, circumstances would h ave prevented his departure,his likes most about his job, like least about his job, supervisors rating, departmental rating, job training, rate of pay of his job, work loads, cooperation within the depts,suggestions to make the place of work as better one, his comments and finally interviewer's comments will be added in the exit format.
Hope this gideline will help you
With regards
L.Kumar
From India, Madras
8Exit interview is basically a feed back format given by the employee who has resigned from the services of the company.
It gives the reason for lea;ving, circumstances would h ave prevented his departure,his likes most about his job, like least about his job, supervisors rating, departmental rating, job training, rate of pay of his job, work loads, cooperation within the depts,suggestions to make the place of work as better one, his comments and finally interviewer's comments will be added in the exit format.
Hope this gideline will help you
With regards
L.Kumar
From India, Madras
Hi
How many of us will reveal correct facts for quitting?
Who conducts the exit interview is also very critical.
Theoratically, it is either the CEO or the HR head alongwith operational Head who will sit on exit interviews
With the attrition so high, it is difficult for senior people to sit on exit interviews.
I still recommend the following and some companies follow this
1. Exit interview will be conducted by the CEo if a person with more than 10 years is quitting
2. If it is more than 5 years, then HR Head and Operational Head must sit on the panel
3. 3 to 5 years Senior person in HR and a senior person in the operation must do this exercise.
Exit interviews also become meaningless when conducted by people who are just one year old in the organisation and who is also in search of a job.Just imagune a junior person conductin g this intwerview and his resume is in all job portals!!
Format is critical I dont deny.
But, the purpose is to bring out the real reason.
Siva
From India, Chennai
How many of us will reveal correct facts for quitting?
Who conducts the exit interview is also very critical.
Theoratically, it is either the CEO or the HR head alongwith operational Head who will sit on exit interviews
With the attrition so high, it is difficult for senior people to sit on exit interviews.
I still recommend the following and some companies follow this
1. Exit interview will be conducted by the CEo if a person with more than 10 years is quitting
2. If it is more than 5 years, then HR Head and Operational Head must sit on the panel
3. 3 to 5 years Senior person in HR and a senior person in the operation must do this exercise.
Exit interviews also become meaningless when conducted by people who are just one year old in the organisation and who is also in search of a job.Just imagune a junior person conductin g this intwerview and his resume is in all job portals!!
Format is critical I dont deny.
But, the purpose is to bring out the real reason.
Siva
From India, Chennai
Exit Interview template depends on company to company and the policies.
Many times the persons leaving the company may not actually indicate the actual reasons as they do not want to leave with a bitter feeling.
Some people who leave in frustration may also not tell all as they are already disillutioned with the company and that their voice may not be heard.
Hence, if you want to make a structure now, please identify the course of action you would take. Else, it is another paper in your file.
However, the following may be of some help to you.
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http://oaktraining.com <link updated to site home>
And an elaborate one at:
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All the best
From India, Panipat
Many times the persons leaving the company may not actually indicate the actual reasons as they do not want to leave with a bitter feeling.
Some people who leave in frustration may also not tell all as they are already disillutioned with the company and that their voice may not be heard.
Hence, if you want to make a structure now, please identify the course of action you would take. Else, it is another paper in your file.
However, the following may be of some help to you.
<link outdated-removed>
<link outdated-removed>
http://oaktraining.com <link updated to site home>
And an elaborate one at:
<link no longer exists - removed>
All the best
From India, Panipat
Please find attached the exit interview format which is designed for trial purpose.
kindly have a review before you proceed.
Although exitinteviews are conducted with atmost seriousness ,the candidate will not be in a mood to express his real reasons for quitting.
Rarely the candidate reveals the real information
so the form for exit interview has to be simple and sharp so that the candidate feels very comfortable at the time of exit interview.
From India, Madras
kindly have a review before you proceed.
Although exitinteviews are conducted with atmost seriousness ,the candidate will not be in a mood to express his real reasons for quitting.
Rarely the candidate reveals the real information
so the form for exit interview has to be simple and sharp so that the candidate feels very comfortable at the time of exit interview.
From India, Madras
Hi,
Exit Interview is basically as we know is merely a feedback of an outgoing employee.It is not always true that an he/she give you a true feedback. At times it happens that an employee is with an organisation for more than 10 yrs.. of services.. but one fine day he gets an oppurtunity elsewhere which he feels more lucrative in terms of all.But since he being attached to the organisation all these years he /she will always put forth the good words for the company as he continues to be in good book of the company while leaving also.
It the art to be developed by an HR manager that how to get true feedback from an outgoing employees. Exit Interview format be remain confidential and just simply filling up the form does not end here. Counselling is required here as soon as he/she puts up the resignation. To retain an employee in today's changing scenerio is real hr challenge.
Exit Interview is basically as we know is merely a feedback of an outgoing employee.It is not always true that an he/she give you a true feedback. At times it happens that an employee is with an organisation for more than 10 yrs.. of services.. but one fine day he gets an oppurtunity elsewhere which he feels more lucrative in terms of all.But since he being attached to the organisation all these years he /she will always put forth the good words for the company as he continues to be in good book of the company while leaving also.
It the art to be developed by an HR manager that how to get true feedback from an outgoing employees. Exit Interview format be remain confidential and just simply filling up the form does not end here. Counselling is required here as soon as he/she puts up the resignation. To retain an employee in today's changing scenerio is real hr challenge.
Hi,
Exit Interview is basically as we know is merely a feedback of an outgoing employee.It is not always true that an he/she give you a true feedback. At times it happens that an employee is with an organisation for more than 10 yrs.. of services.. but one fine day he gets an oppurtunity elsewhere which he feels more lucrative in terms of all.But since he being attached to the organisation all these years he /she will always put forth the good words for the company as he continues to be in good book of the company while leaving also.
It the art to be developed by an HR manager that how to get true feedback from an outgoing employees. Exit Interview format be remain confidential and just simply filling up the form does not end here. Counselling is required here as soon as he/she puts up the resignation. To retain an employee in today's changing scenerio is real hr challenge.
With regards,
Anar
Exit Interview is basically as we know is merely a feedback of an outgoing employee.It is not always true that an he/she give you a true feedback. At times it happens that an employee is with an organisation for more than 10 yrs.. of services.. but one fine day he gets an oppurtunity elsewhere which he feels more lucrative in terms of all.But since he being attached to the organisation all these years he /she will always put forth the good words for the company as he continues to be in good book of the company while leaving also.
It the art to be developed by an HR manager that how to get true feedback from an outgoing employees. Exit Interview format be remain confidential and just simply filling up the form does not end here. Counselling is required here as soon as he/she puts up the resignation. To retain an employee in today's changing scenerio is real hr challenge.
With regards,
Anar
well i agree with most of you & i have for the past years being doing exit interviews will all our resigned employees in order to try & find out what we could have done better or could have done to save that employee.
as some of you said , there might be a chance of the employee not being truthful about the factors that led to his/her decision...i just feel sometime that the whole exercise becomes futile & doing a trend analysis seems way out of question when the data itself isn't reliable.
I need to find out a method which uses some facts like tenure, performance, compensation, designation, project etc & other inputs from the employee to get an effective attrition analysis report tool..
From India, Delhi
as some of you said , there might be a chance of the employee not being truthful about the factors that led to his/her decision...i just feel sometime that the whole exercise becomes futile & doing a trend analysis seems way out of question when the data itself isn't reliable.
I need to find out a method which uses some facts like tenure, performance, compensation, designation, project etc & other inputs from the employee to get an effective attrition analysis report tool..
From India, Delhi
The purpose of doing exit interview is to understand the reason for exit. It is true many employees will not state the true reason in anticipation of getting a smooth exit.
It is therefore necessary for HR to facilitate this session and bring out the reason.
The reasons are usually
1. Job role / challenge
2. Undefined goals or changing goals/priorities
3. Personal reasons like education,marriage(mostly in case of girls), sickness of self or parents
4. Compensation.
It will be a good idea to get the contact details and get their views after their settlement is done -say 2 or 3 months later. By now they would have settled down in the new job and MAY BE willing to talk. Try this....
Cheers
Bala
It is therefore necessary for HR to facilitate this session and bring out the reason.
The reasons are usually
1. Job role / challenge
2. Undefined goals or changing goals/priorities
3. Personal reasons like education,marriage(mostly in case of girls), sickness of self or parents
4. Compensation.
It will be a good idea to get the contact details and get their views after their settlement is done -say 2 or 3 months later. By now they would have settled down in the new job and MAY BE willing to talk. Try this....
Cheers
Bala
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EXIT INTERVIEWS.doc