Dear Mekala,
I completey agree with Ajay as I have faced the same problem and people dont come out into the open until you really take some effort and prod deep. You would be amazed to find that most people start looking for a change when the relationship with the superiors/collegues have gone sour. so the underlying problem could be bad bosses or uncooperative peers.
It would be worthwhile to check this while doing an exit interview
Wish you all the best
Sherine
From India, Bangalore
20I completey agree with Ajay as I have faced the same problem and people dont come out into the open until you really take some effort and prod deep. You would be amazed to find that most people start looking for a change when the relationship with the superiors/collegues have gone sour. so the underlying problem could be bad bosses or uncooperative peers.
It would be worthwhile to check this while doing an exit interview
Wish you all the best
Sherine
From India, Bangalore
Dear Ajay, Thanks! That 's nice. I have attached a format of exit interview - already in use. Can you tell me wat all changes i have to make on it / its ok. Regards Mekala
From United States, Kent
From United States, Kent
Hi Mekala,
You are most welcome, and cool it folks I am no expert. I am unable to use the heavy jargon of the day and high flying words and phrases. More often than not I would talk in plain simple terms that a lay(wo)man would undrstand.
Coming to the exit interview form you have uploaded. A point for consideration - there are boxes against each point. I assume that the appropriate box has to be checked/ticked. You may offer a grading scale from say 1 to 5, 1 being Poor and 5 being Excellent. In this manner the immediate manager also gets rated. BUT this is a double edged weapon. Be very careful especially if you do not like that manager becasue then you get totally biased and create a major snafu.
You may also get the employee to rate the job in terms of how it satisfied his/her professional goals, the environment, training, guidance from immediate managers and so on. I am attaching another format which you may use.
Rakhi, another format to confuse you.
And I think we really ought to use the right subject. Discussing Exit Interviews under DVI (about which I am totally clueless) is not really correct.
All the best
regards
Ajay
From India, New Delhi
You are most welcome, and cool it folks I am no expert. I am unable to use the heavy jargon of the day and high flying words and phrases. More often than not I would talk in plain simple terms that a lay(wo)man would undrstand.
Coming to the exit interview form you have uploaded. A point for consideration - there are boxes against each point. I assume that the appropriate box has to be checked/ticked. You may offer a grading scale from say 1 to 5, 1 being Poor and 5 being Excellent. In this manner the immediate manager also gets rated. BUT this is a double edged weapon. Be very careful especially if you do not like that manager becasue then you get totally biased and create a major snafu.
You may also get the employee to rate the job in terms of how it satisfied his/her professional goals, the environment, training, guidance from immediate managers and so on. I am attaching another format which you may use.
Rakhi, another format to confuse you.
And I think we really ought to use the right subject. Discussing Exit Interviews under DVI (about which I am totally clueless) is not really correct.
All the best
regards
Ajay
From India, New Delhi
Hi Mekala,
Thanks for bringing the 'Deferred Value Incentive' topic into picture, however I am feeling that all of us are so occupied & observed with various aspects of attrition & retention that the the said topic started by Mekala has gone out of discussion :) .
Please bring that back into discussion & throw some light to it.
Looking forward to greater insight on Deferred Value Incentive......
Cheers!!
Geeti
From India, Bangalore
Thanks for bringing the 'Deferred Value Incentive' topic into picture, however I am feeling that all of us are so occupied & observed with various aspects of attrition & retention that the the said topic started by Mekala has gone out of discussion :) .
Please bring that back into discussion & throw some light to it.
Looking forward to greater insight on Deferred Value Incentive......
Cheers!!
Geeti
From India, Bangalore
Dear Geetha, You r rite..... We all have moved away from our topic...... Okay can any one tell us how to spilt the percentage? Regards Mekala
From United States, Kent
From United States, Kent
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Attrition-rate_ 1__1__727.xls