hi,
i am also doing my summer training presently n i too have to analyse the questionnaires...its always better to have close ended questions as it is much more simpler to analyse them...not only this, you may get prompt replies by employing this method as people dont find it to b a wastage of much time.
jyoti
From India, Jaipur
3i am also doing my summer training presently n i too have to analyse the questionnaires...its always better to have close ended questions as it is much more simpler to analyse them...not only this, you may get prompt replies by employing this method as people dont find it to b a wastage of much time.
jyoti
From India, Jaipur
If a current employee asks former employees why they left, I suspect the answers will be less than candid. If employers are serious about doing post exit interviews, they need to hire a company that knows how to do it effectively. Anonymity is crucial.
From United States, Chelsea
From United States, Chelsea
Hi Tania,
you can convert and try to fit all the questions on a five scale rating. Instead of leaving a blank space below each Q, u can put those responses on ur scale.
At the end of the questionnaire, you can provide blank space for making suggestions.
I think u will get the right info. from this.
regards
sneha
you can convert and try to fit all the questions on a five scale rating. Instead of leaving a blank space below each Q, u can put those responses on ur scale.
At the end of the questionnaire, you can provide blank space for making suggestions.
I think u will get the right info. from this.
regards
sneha
:D Hi !
Dear Bob, you are right .. in many Indian Corporations (except for a few one), people hardly care about Exit as there is always excessive supply of manpower than demand .. and its more like a Ritual than genuine effort for process improvement ..
To keep anonymity and encourage true feedback, can one be given access to anonymous organizational Email (to keep Identity undisclosed) .. this may work. In my project, I suggested to provide the departing employee a postage-paid envelop with a small form which he / she can fill in and drop in after joining in the new organization .. points of comparison were : (The theme) I joined for More - Salary / Freedom / Autonomy / Growth Prospects / etc.
Second part was informal Grievance counselling, so that departing employee keeps a good name of the corporation ... so in my opinion there are few more things that should be done simultaneously with data based research for process improvements ..
Fortunately there are growing concern in Indian Organizations regarding Exit Interviews, and it is gradually being taken seriously for Retention of talents.
Regards,
Thesysthink
From India, Pune
Dear Bob, you are right .. in many Indian Corporations (except for a few one), people hardly care about Exit as there is always excessive supply of manpower than demand .. and its more like a Ritual than genuine effort for process improvement ..
To keep anonymity and encourage true feedback, can one be given access to anonymous organizational Email (to keep Identity undisclosed) .. this may work. In my project, I suggested to provide the departing employee a postage-paid envelop with a small form which he / she can fill in and drop in after joining in the new organization .. points of comparison were : (The theme) I joined for More - Salary / Freedom / Autonomy / Growth Prospects / etc.
Second part was informal Grievance counselling, so that departing employee keeps a good name of the corporation ... so in my opinion there are few more things that should be done simultaneously with data based research for process improvements ..
Fortunately there are growing concern in Indian Organizations regarding Exit Interviews, and it is gradually being taken seriously for Retention of talents.
Regards,
Thesysthink
From India, Pune
:D Hi !
You can use the attached simple tool in your Exit Interview benchmarking process. If you get the Comparative Scores of two Organizations, you may know the Areas in which your Organization needs improvement ..
The data may be obtained either by Email or Pre-paid Envelop Mailer ..
Prerequistie : Data Format Numeric only - in the range 1 to 5.
Data for both the Organization is required for valid Results ..
:D Just a suggestion .. let me know if it could be of help,
Regards,
Thesysthink
From India, Pune
You can use the attached simple tool in your Exit Interview benchmarking process. If you get the Comparative Scores of two Organizations, you may know the Areas in which your Organization needs improvement ..
The data may be obtained either by Email or Pre-paid Envelop Mailer ..
Prerequistie : Data Format Numeric only - in the range 1 to 5.
Data for both the Organization is required for valid Results ..
:D Just a suggestion .. let me know if it could be of help,
Regards,
Thesysthink
From India, Pune
Hello Thesysthink:
>Dear Bob, you are right<
Thanks.
>in many Indian Corporations...people hardly care about Exit as there is always excessive supply of manpower than demand .. and its more like a Ritual than genuine effort for process improvement ..<
It is the same in the US, executives seldom know what to do with the contradictory information they receive from departing employees.
>To keep anonymity and encourage true feedback, can one be given access to anonymous organizational Email (to keep Identity undisclosed) .. this may work.<
If I were a former employee, I would respond to survey from a company email address.
>In my project, I suggested to provide the departing employee a postage-paid envelop with a small form which he / she can fill in and drop in after joining in the new organization .. points of comparison were : (The theme) I joined for More - Salary / Freedom / Autonomy / Growth Prospects / etc. <
A smart former employee will say nothing but nice things about their former employer.
>Second part was informal Grievance counselling, so that departing employee keeps a good name of the corporation ... so in my opinion there are few more things that should be done simultaneously with data based research for process improvements .. <
If employers actually cared about their employees, they would not need to ask former employees about their experiences, they would already know.
>Fortunately there are growing concern in Indian Organizations regarding Exit Interviews, and it is gradually being taken seriously for Retention of talents.<
Exit interviews collect data from people who are not being retained. Be very careful, since that data can lead the employer in the wrong direction.
From United States, Chelsea
>Dear Bob, you are right<
Thanks.
>in many Indian Corporations...people hardly care about Exit as there is always excessive supply of manpower than demand .. and its more like a Ritual than genuine effort for process improvement ..<
It is the same in the US, executives seldom know what to do with the contradictory information they receive from departing employees.
>To keep anonymity and encourage true feedback, can one be given access to anonymous organizational Email (to keep Identity undisclosed) .. this may work.<
If I were a former employee, I would respond to survey from a company email address.
>In my project, I suggested to provide the departing employee a postage-paid envelop with a small form which he / she can fill in and drop in after joining in the new organization .. points of comparison were : (The theme) I joined for More - Salary / Freedom / Autonomy / Growth Prospects / etc. <
A smart former employee will say nothing but nice things about their former employer.
>Second part was informal Grievance counselling, so that departing employee keeps a good name of the corporation ... so in my opinion there are few more things that should be done simultaneously with data based research for process improvements .. <
If employers actually cared about their employees, they would not need to ask former employees about their experiences, they would already know.
>Fortunately there are growing concern in Indian Organizations regarding Exit Interviews, and it is gradually being taken seriously for Retention of talents.<
Exit interviews collect data from people who are not being retained. Be very careful, since that data can lead the employer in the wrong direction.
From United States, Chelsea
Recently around 50 employees from my organisation left. This is unprecedented & hence exit interviews were held. I had talk with several departing colleagues. The main theme was they wont give candid feedback & let bygones be bygones. They did not want any hassles in getting the dues. A candid feedback may have delayed the dues from organisation. Exit interview will be successful only when the company is willing to listen to employees. If there is no faith in the process every effort will look like ritual.
From India, Mumbai
From India, Mumbai
HI
It is better u convert open end question into close end question and then lay out likert scale to prepare graph on excel but when converting open ended question into close ended question includes uncertain values and hence result obtained may not give you accurate picture which need to specified in your project.
As well you can keep question open ended it self and then draw graph which gives you the details what employee mean to say where as again it is difficult prepare result column.
Regards,
Soumya.Sudhindra
From India, Bangalore
It is better u convert open end question into close end question and then lay out likert scale to prepare graph on excel but when converting open ended question into close ended question includes uncertain values and hence result obtained may not give you accurate picture which need to specified in your project.
As well you can keep question open ended it self and then draw graph which gives you the details what employee mean to say where as again it is difficult prepare result column.
Regards,
Soumya.Sudhindra
From India, Bangalore
:D Dear Bob,
Those were my experiences with an Iron and Steel Company (Its ISO 14001 Co.) which was doing Entire Corporate Restructuring in terms of HRD .. in that connection I was told to analyze 156 strategic level managers' Exit data .. HR Dept. was almost convinced that Exit Data was nothing but a box of garbage .. The Exit Process Analysis was actually frindge area of my project (Core project was on Organizational Health Analysis, (not exactly a climate survey)) ..
I happened to read something about Model based Estimation and Forecasting, and worked on a Statistical model for them, It worked .. I got a list of around 40 issues that needed immediate action from the HR .. By "Retention" I meant to say "Not to repeat the mistakes because of which we lost employees" ..
And, there are certain issues which may hold true in India and may not in the US (and Vice versa) because of cultural impacts on employee psychology .. The idea worked in the Indian organization, however I know its difficult to generalize all the cases ..
However .. what I truly believe is .. Employee do not leave organization, they tend to leave their immediate superior .. (i.e., they do not change profession, they change their bosses. This is just my experience, not verified using any survey data ... ) :D
Thank you for the reply ..
Regards,
thesysthink
From India, Pune
Those were my experiences with an Iron and Steel Company (Its ISO 14001 Co.) which was doing Entire Corporate Restructuring in terms of HRD .. in that connection I was told to analyze 156 strategic level managers' Exit data .. HR Dept. was almost convinced that Exit Data was nothing but a box of garbage .. The Exit Process Analysis was actually frindge area of my project (Core project was on Organizational Health Analysis, (not exactly a climate survey)) ..
I happened to read something about Model based Estimation and Forecasting, and worked on a Statistical model for them, It worked .. I got a list of around 40 issues that needed immediate action from the HR .. By "Retention" I meant to say "Not to repeat the mistakes because of which we lost employees" ..
And, there are certain issues which may hold true in India and may not in the US (and Vice versa) because of cultural impacts on employee psychology .. The idea worked in the Indian organization, however I know its difficult to generalize all the cases ..
However .. what I truly believe is .. Employee do not leave organization, they tend to leave their immediate superior .. (i.e., they do not change profession, they change their bosses. This is just my experience, not verified using any survey data ... ) :D
Thank you for the reply ..
Regards,
thesysthink
From India, Pune
As long as you are learning skills that are transferrable across organisations,preferably across different sectors people will stay. Once they aquire those skills and salary is better in other organisation they will leave.
Boss is part of package that comes with job, but his share in staying isn't much.' I like my boss so I am in the job' doesn't sound convincing
Regards
Papillon
From India, Mumbai
Boss is part of package that comes with job, but his share in staying isn't much.' I like my boss so I am in the job' doesn't sound convincing
Regards
Papillon
From India, Mumbai
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