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Thursday, January 24, 2008

Reliability on the outcome of Exit Interview

An exit interview is an entirely voluntary conversation.

HR dept. conducts exit interviews (also called exit surveys) to gather data for improving working conditions and retaining employees.

Success of an exit interview depends upon the approach taken by the HR who is conducting this interview

After the feedback form is filled the HR should have a very friendly approach towards the Ex-Employee and conduct this conversation tactfully. He should understand the nonverbal behavior, handle the communication problem with an employee who talks too little or too much etc. A Exit Interview should be taken atleast for min half hour.

For example, if you think that the employee is quitting due to a negative relationship with his or her supervisor, ask questions related to that problem. You can ask the employee to rate his or her experience, you can inquire about his or her relationship with coworkers, and you can request information about his or her department that you might not otherwise have known. While you shouldn't turn it into a fishing expedition or a manhunt for negative information, you should facilitate honest and open communication. Have a list of questions that you want to ask ready before the interview.

May be very few of the employees may not give proper feedback. But Exit Interview are very important

Based on the interview data, statics can be made quarterly to find out the attrition cause. Further steps can be taken to retain and handle the present employees. Infact Exit Interviews are must in IT and BPO Industries where the attrition rate is very high.

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