Dear All,
I am working as a HR in company. I need to understand, when exactly is the exit interview taken for employee who has resigned and under notice period? Secondly, who takes that exit interview, HR Dept or a department head of an employee who has served notice period?
Please reply.
Thanks with best regards,
Sneha
From India, Mumbai
1I am working as a HR in company. I need to understand, when exactly is the exit interview taken for employee who has resigned and under notice period? Secondly, who takes that exit interview, HR Dept or a department head of an employee who has served notice period?
Please reply.
Thanks with best regards,
Sneha
From India, Mumbai
Hello Sneha,
1. Exit Interview of the employee who has resigned, is taken on his last working day mostly.
2. HR conducts Exit Interview and not the HOD. The reason being, employee should be able to give some valid inputs on why he is leaving, how was his journey ? Was it a satisfactory experience working in the organization ? The reason for leaving etc.
3. Such employee is also asked to offer any suggestions of improvement in overall working of the company.
The reason of Exit Interview is to understand the underlying reasons why employee is leaving and in parallel, take his suggestions in the positive spirit / make necessary changes to improvise.
Hope you now get an idea about it.
From India, Pune
1. Exit Interview of the employee who has resigned, is taken on his last working day mostly.
2. HR conducts Exit Interview and not the HOD. The reason being, employee should be able to give some valid inputs on why he is leaving, how was his journey ? Was it a satisfactory experience working in the organization ? The reason for leaving etc.
3. Such employee is also asked to offer any suggestions of improvement in overall working of the company.
The reason of Exit Interview is to understand the underlying reasons why employee is leaving and in parallel, take his suggestions in the positive spirit / make necessary changes to improvise.
Hope you now get an idea about it.
From India, Pune
Dear Sneha,
Kindly read and digest the content at How to... conduct exit interviews - People Management Magazine Online and then tell us when and how you will set up the exit interview.
From United Kingdom
Kindly read and digest the content at How to... conduct exit interviews - People Management Magazine Online and then tell us when and how you will set up the exit interview.
From United Kingdom
Hello Sneha,
Exit interview is conducted by HR any time before or on the last day of the employee leaving the organization.
Purpose is to ascertain exact reasons for his leaving. It is usually found that people leave company because of boss, better salary package, lack of career advancement opportunity, , mismatch of job and person, dissatisfactory relationship with peers/boss. One or the combination of some may cause exit. EI helps to understand the exact causes for taking corrective action to reduce future attrition of quality people.
From India, Mumbai
Exit interview is conducted by HR any time before or on the last day of the employee leaving the organization.
Purpose is to ascertain exact reasons for his leaving. It is usually found that people leave company because of boss, better salary package, lack of career advancement opportunity, , mismatch of job and person, dissatisfactory relationship with peers/boss. One or the combination of some may cause exit. EI helps to understand the exact causes for taking corrective action to reduce future attrition of quality people.
From India, Mumbai
Exit interview can be conducted any time until his last working day, However time of conducting EI is not important.
The main idea and crunch should be why he is leaving, what are the reasons for his/her resignation.
The reason may include the number of factors i.e. Immediate, Working environment, location (distance from home) , promotion criteria, peers, job security, tangible benefits (salary) , Intangible benefits (working hours, breaks, medical etc).
importantly, identify the reason and try to improve the indicated area.
Thank you
From Pakistan, Karachi
The main idea and crunch should be why he is leaving, what are the reasons for his/her resignation.
The reason may include the number of factors i.e. Immediate, Working environment, location (distance from home) , promotion criteria, peers, job security, tangible benefits (salary) , Intangible benefits (working hours, breaks, medical etc).
importantly, identify the reason and try to improve the indicated area.
Thank you
From Pakistan, Karachi
When an employee has decided to part ways with your company, they are simultaneously opening a window of opportunity for you, as the employer, to gain valuable insight into why they have decided to move on, what went wrong (if anything), and what can be done in the workplace to improve retention and company culture.
An exit interview (also known as termination or separation interview) is simply an interview conducted with an employee who is leaving a company.
The purpose of this interview is to learn. In other words, to gain insight into how you can go about reducing unwanted turnover by leveraging the information provided by the employee, while showing that you value their insight and intend on taking action to make improvements wherever necessary.
When is the best time to conduct one?
There is some debate around when is the best time to conduct an exit interview.
Many companies choose to conduct them as a routine part of the off-boarding process during an employee’s last week on the job. Some employers do them several weeks or even months after the individual leaves, either by phone or online survey.
The most important point to consider regarding timing is how heated the departure was in terms of emotions and conflict with other members of the organization. If the exit was, shall we say, rough, then it might be a good idea to conduct the interview a few weeks after the employee has left, so the dust has settled and they can provide their feedback with a calm perspective.
If it was a smooth departure, then conducting the interview during the employee’s final week is suitable.
From India
An exit interview (also known as termination or separation interview) is simply an interview conducted with an employee who is leaving a company.
The purpose of this interview is to learn. In other words, to gain insight into how you can go about reducing unwanted turnover by leveraging the information provided by the employee, while showing that you value their insight and intend on taking action to make improvements wherever necessary.
When is the best time to conduct one?
There is some debate around when is the best time to conduct an exit interview.
Many companies choose to conduct them as a routine part of the off-boarding process during an employee’s last week on the job. Some employers do them several weeks or even months after the individual leaves, either by phone or online survey.
The most important point to consider regarding timing is how heated the departure was in terms of emotions and conflict with other members of the organization. If the exit was, shall we say, rough, then it might be a good idea to conduct the interview a few weeks after the employee has left, so the dust has settled and they can provide their feedback with a calm perspective.
If it was a smooth departure, then conducting the interview during the employee’s final week is suitable.
From India
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Exit.xls
Exit-interview_ 195.doc