Exit Interview Essay Sample

1. Definition:

The formal conversation that takes topographic point between an employee and human resources ( HR ) or other director to find the ground ( s ) the employee is go forthing. ( enterprenuer. com )

When an employee makes a voluntary determination to go forth an organisation. it is of import for the organisation to happen out the ground for go forthing. as the employee takes with him/her the cognition. accomplishments. expertness. and the experience. Generally. employee turnover happens due to the organisational and/or interpersonal and/or personal grounds. To understand the factors that compelled an employee to stop its relationship with the organisation is an built-in portion of the employment stoping procedure. The organisation should utilize the issue interview as an effectual tool to develop and implement the schemes for meaningful staff keeping. The issue interview provides the organisation an chance to ‘make peace’ with a dissatisfied employee ; otherwise. the employee leave with the vindictive purposes which could take to negative promotion for the organisation.

The figure of inquiries can be asked to the going employee. but a careful choice has to be made based on what outcomes the organisation would wish to deduce. Some of the basic inquiries asked are stated below. For a elaborate list of inquiries. delight mention Appendix A.

a. Overall. how did you happen your experience working on this squad?
B. What did you like about it?

c. What could hold been better?
d. What is the primary ground for go forthing?
e. What would it take for you to remain?
f. Did you receive adequate preparation and support to make your occupation efficaciously? g. Did you receive sufficient feedback about your public presentation between reappraisals? h. Did any policies or processs ( or any other obstructions ) make your occupation more hard? I. Would you see working for this organisation once more in the hereafter? J. What does your new place offer that your old one doesn’t? k. Any other remarks?

2. Importance to Human Resource Management ( HRM ) :

The issue interview is non merely of import to the HR section but is besides good to the full organisation. The feedbacks/results received from the issue interview are critical for the organization’s ongoing success. If used strategically. so it is highly of import in placing the strengths and failings of the organisation. organization’s policies. the on the job environment. and the employee’s immediate supervisor or director. The good issue interview non merely helps to further a positive corporate civilization. but it besides exhibit that the organisation is unfastened to constructive unfavorable judgment. Hence. issue interview favourably contributes to the HRM in peculiar and the organisation in general.

More and more organisations. now-a–days are valuing the intent of issue interview. There are some general recognized criterions and rules or sooner known as “best practices” in implementing and carry oning issue interview. These are briefly listed below: * Exit interview should be voluntary and non-prejudicial

* Find out why is the employee go forthing
* Reassure the employee. that information will be kept confidential and used merely for the betterment of the organisation * Include unfastened ended inquiries in the interview i. e. what/how/why inquiries * If possible give the questionnaire in front of clip. so the employee can believe about the replies * Questionnaire should include inquiries about the occupation. organisation. civilization the accomplishments required by the replacement. compensation. benefits. any recommendations etc. * Listen and don’t react. give an chance to the going employee to speak * Use the feedback obtained in a constructive manner and non as a direct unfavorable judgment of the employee * Thank the employee for their clip and attempt in sharing information to do the organisation a better topographic point.

A written policy on the issue interview is required as it explains the intent. range. processs. voluntary engagement. confidentiality. and
coverage of the issue interview. The policy addresses the inquiries and/or concerns of the employer and employees as it clarifies: * The intent and aim of the issue interview ;

* Whether it is applicable to all the employees or to the choice few ; * The interview will be conducted by the HR or 3rd party designated by the HR ; * Whether the interview will be conducted face-to-face or electronically via cyberspace web based questionnaire ; * The voluntary engagement and the confidentiality of the information received through the interview ; and * The coverage of the information gathered through interview. A policy should be clearly drafted in the employees’ enchiridion or on the organization’s intranet. The policy is normally implemented by the HR section ; otherwise. the departmental caputs can educate the employees’ about the procedure of issue interview.

The issue interviews are by and large conducted in individual with the going employee by the Human Resource forces ; since. they are trained in managing confidential information and experienced in listening to the employees’ concerns objectively. Their interpersonal accomplishments will let them to manage the sensitiveness of the state of affairs carefully. Besides. the HR section is considered to be impersonal and the employees would experience more comfy in openly discoursing their grounds for go forthing. Normally. the HR section is responsible for planing the procedure. publishing guidelines and certification. roll uping consequences informations. analysing and coverage findings. tendencies. chances and recommendations.

In the companies without HR section. these interviews could be conducted by the going employee’s immediate manager/supervisor. but they should be trained to carry on these types of interviews for optimum consequences. However. the biggest drawback with this pick is that if there was a struggle between the manager/supervisor and the employee so it would non come out on the surface.

In order to acquire a impersonal. non-biased and an honorable sentiment of the employee. the organisation should engage a professional 3rd party seller to carry on the interview. This option has an extra cost associated to it. but being skilled and trained the 3rd party is in a better place to present qualitative inputs ; particularly in countries that are more sensitive for employees to portion with any direction forces of the organisation.

The issue interview is more good if it is conducted few yearss before the employee’s going or on the last twenty-four hours of the employee with the organisation. The honestness in employee’s replies to the interview will depend on the privateness and confidentiality policy. The employees would reply better if they know that there is namelessness in the procedure ; hence. it is imperative that the employee should swear the procedure. The interview held by a 3rd party provides the highest grade of namelessness as they adhere to strict privateness rules. The organisations will non be able to uphold privateness. in the coming that an employee’s feedback straight or indirectly reveals incidents of intimidation. toxic work environment. torment etc. . or any other Acts of the Apostless that could impact the morale of the employees. These incidents if addressed demand prompt actions and would necessitate to unwrap the employee’s information. In this instance. the departed/former employee should be informed in progress. However. the HR should seek to show the single employee’s feedback/opinion jointly to keep confidentiality of the employee.

In footings of human rights. there are none with implementing issue interview procedure in the organisation as these are done voluntarily by the employees. On the contrary. a well-structured issue interview can bring out issues such as torment. favoritism. and workplace force. which can be addressed before they turn into cases. In instance an employee references about torment or favoritism in the interview either straight or indirectly should non be ignored and an probe should be conducted at one time. The inside informations of the probe should be recorded to be used as a legal defence in instance of a ailment is filled in the hereafter.

The state of affairs in which an issue interview is conducted is really sensitive ; hence. the inquiries asked should be carefully structured to safeguard the organisation of any legal deductions. There seems to be no pertinent hazards for the organisation in implementing the procedure of issue interview ; instead. the benefits of issue interview may outweigh the hazard of legal deduction.

The procedure of issue interview should be supported by the senior direction for it to be effectual within the organisation. The senior direction should be copied on the studies generated from the issue interview and are required to supply feedback. The studies should be received on a periodic footing ( i. e. . quarterly ) to bespeak tendencies or forms taking to strategic betterment chances ; for illustration. improved initiation. direction or supervisory preparation. authorization or squad edifice enterprises. procedure betterment. wastage and efficiencies betterments. client service enterprises. keeping of endowment etc. For many organisations. issue interviews provide a major untapped beginning of ‘high-yield’ development thoughts and chances. Therefore. the senior direction engagement is a cardinal in doing the procedure of issue interviews a success.

The budget is required for the issue interview procedure ; nevertheless. the cost involved is dependent on the size of the organisation and the rate of employees’ turnover. There are legion methods of carry oning the issue interview ; for illustration. traditional face-to-face interview. electronic based questionnaires. simple pen and paper method. or over the telephone. Each of these methods has its ain pros and cons. There are costs associated with the issue interview procedure whether it is conducted by the organisation or a professional 3rd party service supplier. The choice of an appropriate method will mostly depend on the organization’s aim in utilizing this information and the value and genuineness of the informations collected.

The feedback obtained from issue interviews can assist organisations to be proactive in placing issues and taking immediate actions on pressing affairs every bit good as guaranting that the factors taking to employee turnover are addressed in a timely mode to continue its work force.

3. Associate to Human Resource Functions:

Exit interviews have correlativity with other HR maps in the organisation. These are explained below:

* Industrial Relations:
Exit interview provide valuable information which helps organisation to better procedures. processs every bit good as implement schemes to better employee keeping. manager and value talented employees. lead to a positive relationship between brotherhood and the organisation. It undertakings a positive image that organisation is truly concerned for the wellbeing of its employees and is being proactive in deciding issues. A decently administered issue interview system free of nonpartisanship and prejudice will increase the assurance of the employees in the system and the benefits of the procedure will be widely evident.

* Recruitment and Selection:
Organizations are successful when they have the right individual making the right occupation. The employees who leave the occupation because they find the right occupation to fit their accomplishment. cognition. and experience are bespeaking the jobs an organisation might hold with their enlisting and choice procedure. Consequences from the issue interviews will assist in understanding what alterations can be made in the occupation description and the hiring procedure to assistance in happening the best tantrum for the occupation.

* Job Analysis:
Exit interviews help to unveil grounds like hapless employment environment. low degrees of occupation satisfaction and unattainable employee outlooks that negatively impact productiveness and employee morale. taking to employee’s determination to withdraw their employment with an organisation. Therefore. the procedure of occupation analysis can be improved to cut down turnover and costs associated with hiring and preparation.

* Training and Development:
Supplying an issue interview for your going employees is a great manner to derive valuable penetrations that may assist in the preparation of new employees or replacements. Exit interviews would constructively place the grounds if employees were go forthing due to miss of developing chance to develop. The consequences of the interview will be critical to place spreads in specific job-related accomplishment set that can be addressed through proper cost effectual preparation procedures.

* Succession Planning:
A important proportion of employee departers will be people that the organisation is really really regretful to go forth. The issue interview hence provides an first-class beginning of remark and chance associating to direction sequence planning. Good people leave frequently because they are denied chance to turn and progress. Organization besides loses top direction if they are non given the chance to turn and develop or are overworked and stretched to the point of go forthing. Wherever this is go oning organisations need to cognize about it and react consequently.

* Compensation and Benefits:
Employees who leave the organisation for better compensation bundles and benefits. through their honest feedback could steer the organisation in placing its place in its industry by comparing its compensation and benefits bundle to competition. This information can foster aid in analysing and altering the wage mix to retain the bing work force and honor the employees in proportion to their attempts.

* Coaching and Mentoring:
Positively conducted issue interviews greatly better the opportunities of successfully obtaining and reassigning utile cognition. contacts. penetrations. accomplishment set. personal properties. required tips and experience. from the going employee to all those necessitating to cognize it. particularly replacements and replacings. Many employees would be willing to assist and put up a one-on-one meeting with their replacing to reassign cognition. Information gathered during the interview will assist organisations to train and mentor other employees ensuing in better public presentation and increased morale.

* Health and Safety:
Every organisation should put and follow proper wellness and safety procedures and processs. Employees who leave because of safety grounds raise a red-flag that should non be ignored. Any issues related to wellness and safety should be dealt with instantly and right procedures should be implemented. This will non merely safeguard the employees but besides protect the organisation from any mulcts due to non-compliance of safety Torahs and ordinances.

* Performance Appraisal:
Performance assessment is a important for the growing of an employee. If an organisation does non hold a proper public presentation measuring tool. an organisation can lose its gifted employees. Feedback from the going employee sing how public presentation was measured will ease alterations in the public presentation reappraisal procedure. This will besides assist direction to make proper outlooks.

* Employee Relationss:
Internal dealingss between employees are needed for a cohesive working atmosphere in the organisation. An employee go forthing due to hapless internal relationship impacts the overall organisation in footings of turnover and increased costs of rehiring. Exit interviews will supply an chance to acknowledge this and happen effectual solutions.

* Human Resource Information System ( HRIS ) :
HRIS is an of import tool for roll uping. screening and tracking human resources informations. The HRIS will be a good tool if available to pass on information about issue interviews. Exit interview questionnaires could be made available through HRIS for the employees. Besides the responses from the interview can be entered. reviewed. tracked through the system by the HR section and senior direction. Reporting tendencies would besides acquire easier utilizing the HRIS.

* HR Planning:
The HR program needs to be flexible plenty to run into short-run staffing challenges. while accommodating to altering conditions in the concern and
environment over the longer term. HR planning is a uninterrupted procedure. The proper followup based on the consequences of the issue interviews helps the organisation in keeping and developing its nowadays and future scheme to run into its HR planning demands ; for illustration. making an employer trade name. keeping scheme. absence direction scheme. flexibleness scheme. endowment direction scheme. and enlisting and choice scheme.

4. Neckties to Corporate Strategy and Organizational Goals:

Organizations today operate under extremely competitory environment that warrant long term strategic ends and vision. In order to help the top executives of the organisation in their strategic aims. information such as employee battle and detachment. spreads in leading capablenesss. misalignment of employee’s ends with the ends of the company. designation of faulty work flow procedures and processs. existent grounds for turnover etc. . will be helpful. Exit Interviews will therefore supply highly of import informations to turn to these issues that the corporate executives do non see on day-to-day footing. The right inquiries asked at an issue interview will assist in understanding the impact of organisational policies and direction actions. Armed with this cognition. an organisation can proactively take the appropriate class of disciplinary actions that will back up the organization’s vision. way and scheme and develop suited counteractive actions for its bing employees.

Every organization’s underside line is to do net incomes and this is merely possible through strategic planning of the organisations most valuable assets – human resources. An organisations human capital is its plus that gives a competitory border over its competition. Hence. viing for and retaining high quality employees are going important.

Exit interviews help in cost containment. an of import concern scheme for any organisation. Labor costs are the most expensive portion of running a concern. Turnover adds to this cost. The direct and indirect cost associated to employee turnover significantly impacts the bottom line. Direct costs related to separation. unemployment premiums. advertisement. hiring. preparation. clip spent in make fulling vacant places. etc. . all have a fiscal impact on the organisation. Indirect costs related to the loss of production. reduced public presentation degrees. unneeded overtime and low morale are much harder to mensurate. The quality of service degrees provided to client is besides affected by increased turnover. which can turn out dearly-won to any organisation. Therefore. an issue interview of a going employee is a feasible tool to acknowledge countries that need farther or immediate action to salvage the loss of valuable human capital and cut down costs.

Organizations will be able to better the quality of their merchandises and services by analysing the issues emphasized during the issue interviews. Finding solutions to these issues will add value to the merchandises and services for the clients. On the other manus. alterations applied utilizing the constructive feedback does assist in increasing morale and employee satisfaction. which leads to improved productiveness. The more satisfied the employee the most satisfied will be the client taking to increased gross for the organisation.

Organizations are able to reenforce positive civilization by being large plenty to expose themselves to criticisms. Embracing a strong corporate civilization of regard. equity. authorization. valuing employee opinions/feedback and taking a echt involvement in the wellbeing of the employees non merely gives organisations an border over its competition in pulling and retaining cardinal endowment but improves organisations repute in the industry and amongst occupation searchers doing the organisation an employer of pick. Documented comments/advice/statements can assist the organisation lawfully place itself when challenged by dissatisfied employees. These paperss could besides help in avoiding dearly-won judicial proceedings.

Therefore ; if decently managed. the results of effectual issue interviews will concentrate non merely on reexamining informations and looking back but more significantly present clear actions and schemes for determination shapers and stakeholders. to proactively address larger organisational issues in a timely mode and better staff keeping. organisation civilization. enlisting and initiation. improved work environment. employee battle and satisfaction by turn toing – communicating. committedness. civilization and compensation issues. employee trueness and committedness. reduced absenteeism and hopefully cut down the demand for issue interviews in the hereafter.

5. On-line Resources:

The altering tendency in the concern environment today. warrants for a well-structured issue interview that can non be neglected. The construct of issue interview is cosmopolitan and the size of the organisation. the industry. the environment in which it conducts its concern does non impact the demands carry oning an issue interview. Therefore. as a resource for this subject international web sites were used to derive farther apprehension on the subject. hypertext transfer protocol: //www. labortek. com/images/articles/6. pdf

LaborTek Services is a staffing and HR confer withing house based in Ottawa. covering with arrangement in the building and fabrication industries. The article provided by them outlined the best patterns for issue interviews in item and in simple words. The site besides explains briefly what is an issue interview. how it is conducted and the pay-offs of carry oning a well-structured interview. It provides a speedy two page outline on the subject.

hypertext transfer protocol: //www. businessballs. com/exitinterviews. htm
Businessball. the name of the web site made me speculative to see what kind of information it would hold on the subject. To my surprise. the issue interview subject was explained instead in much item. The site covers the subject from explicating the significance. results and benefits to the organisation every bit good as other HR maps. procedure to carry on a good issue interview. sketching whose duty is it to carry on these interviews. sample inquiries and much more. Though the site is managed by Alan Chapman. from England. the information provided was really generic and similar information was found on assorted other web sites during my research. This site has a good online aggregation of other larning and development thoughts.

hypertext transfer protocol: //exitinterviews. org/benefits/
This site provides a really clear apprehension of the benefits of doing the issue interview and built-in portion of the employee life rhythm. The information here helps to clearly understand how keeping and turnover costs can be minimized. employee morale and satisfaction improved to accomplish organisational ends.

Assorted other sites that provide farther insight to the subject were used during the research and are listed in the Appendix.

Mentions:

hypertext transfer protocol: //www. bridgepoint. ca/admin/index. php? page=article_view & A ; id=17

hypertext transfer protocol: //www. insightlink. com/exit_interviews_employee_turnover. hypertext markup language

hypertext transfer protocol: //www. worldsweeper. com/EmployeeManagement/ExitInterviews. hypertext markup language

hypertext transfer protocol: //candidate. work force. com/wps/wcm/connect/3a02da8042f852438901cf4f3871948a/Retention+Success_IE. pdf? MOD=AJPERES

hypertext transfer protocol: //www. trilliumteams. com/articles/23/why-are-exit-interviews-important? –

hypertext transfer protocol: //www. qualtrics. com/university/researchsuite/survey-types/employee-surveys/employee-exit-interviews

Appendix A:
Following are a few sample inquiries that the interviewee could be asked. A elaborate list could be found on hypertext transfer protocol: //www. businessballs. com/exitinterviews. htm

* Tell me about how you’ve come to make up one’s mind to go forth?
* What is your chief ground for go forthing?
* What are the other grounds for your departure?
* Why is this of import or so important for you?
* Within the ( peculiar ground to go forth ) what was it that concerned you peculiarly? * What could hold been done early on to forestall the state of affairs developing/provide a footing for you to remain with us? * How would you hold preferred the state of affairs ( s ) to hold been handled? * What chances can you see might hold existed for the situation/problems to hold been averted/dealt with satisfactorily? * What can you state about the procedures and processs or systems that have contributed to the job ( s ) /your determination to go forth? * What specific suggestions would you hold for how the organisation could pull off this situation/these issues better in future? * How make you experience about the organisation?

* What has been good/enjoyable/satisfying for you in your clip with us? * What has been frustrating/difficult/upsetting to you in your clip with us? * What could you have done better or more for us had we given you the chance? * What excess duty would you hold welcomed that you were non given? * How could the organisation have enabled you to do Fuller usage of your capablenesss and possible? * What developing would you hold liked or needed that you did non acquire. and what consequence would this hold had? * How good do believe your preparation and development demands were assessed and met? * What preparation and development that you had did you happen most helpful and gratifying? * What can you state about communications within the organization/your section? * What betterments do you believe can be made to client service and dealingss? * How would you depict the civilization or ‘feel’ of the organisation? * What could you state about communications and dealingss between sections. and how these could be improved? * Were you developed/inducted adequately for your function ( s ) ? * What betterment could be made to the manner that you were inducted/prepared for your function

Following are some cognition transportation inquiries:
* How might we profit from your cognition. experience. debuts to your contacts. etc. . anterior to your going? * Would you be happy to take portion in a briefing meeting with managers/replacements/successor/colleagues so that we can profit from your cognition and experience. anterior to your go forthing? * What can we make to enable you to go through on every bit much of your cognition and experience as possible
to your replacement/successor prior to your going? * How and when would you prefer to go through on your cognition to your replacement? * I realise that you’ll non be happy with the state of affairs environing your going. nevertheless we would truly appreciate it if you could assist us to understand some of the of import things you’ve been working on – how might we hold for this cognition to be transferred? * We’d be thankful for you to present ( name of replacement ) to your cardinal contacts before you go – are you happy to assist with this?