Monthly Archives: October 2012
Exit Interviews! Any professional who have been asked but their perception of this corporate Jargon ends up saying that “What’s the use of it”, “It is just a formality”. This Blog is much related to this myth. While we will try to understand the importance of Exit interviews in the following discussion, the main essence of discussion would be around ” What is the right way to Handle Exit interviews by both HR representative and the Employee. To start off with, let’s first understand what exactly is the concept of an Exit Interview!.
Exit interviews in Layman’s language means the interactions held between the employer (HR representative) and the Exiting employees (who have submitted their resignation). Well the basic purpose of these interviews is to find out the reason for an employee’s departure which could be for various reasons like Compensation, education, better offer Etc. And to aims at improving the working conditions by concentrating on those areas which is leading to attrition. All this is based on the feedback from the employees who have decided to move on / moved out. So does that mean that employees who have been fired also have to undergo an Exit Interview? Well the answer is YES. Exit Interviews act as a medium wherein employees can share and talk about their experience with the organization and this in turn will help the HR to note specific points and based on which they can work on the points. But as mentioned earlier, there is a general feeling of dissatisfaction amongst employees that this is just a formality. Nothing normally happens once the feedback is shared. So do you think this is true? Are Exit interviews not been implemented properly?
Following are some of the points that might throw some light on this interesting subject for Employees:
– In cases where if you decide to switch jobs for better prospects, it is always advisable to make the transition as easy as possible. It mostly depends on what kind of inputs the HR is looking for and how will the organization make use of that piece of information.
– Avoid negative / damaging criticism: Well this is a very important part for the employees who leave on a negative note. What does this mean? Well if an employee is not happy with his / her manager or the organization they tend to give a lot of negative / damaging criticism. I am not saying that you should not share the facts, but do focus on the situation. Try to balance your expectation, the situation then and how things could have been made better.
– Always try to prepare yourself for such interviews, try to consider this as a recruitment interview. You might ask WHY? Well the HR might ask you questions such as reasons for leaving, job satisfaction, frustrations, and feedback concerning company policies or procedures. So in order to answer these kinds of questions one must have data to support the answers.
– Employees also need to understand that the professional world out there is very small, in terms of contacts and networking. You never know when and where you will meet your last employer and work together again. 😉
Now let’s try to focus on the HR Professionals who conduct Exit Interviews. Well some might say that this is an easy job, all you need to do is give some forms, ask why you want to leave, shake hands and say good bye. Well this is not as easy as it seems. Following are some of the points that the HR must take care during Exit Interviews:
– Prepare and Prepare: Well just like the employees, the HR must also ensure that they have sufficient information of the employee and have data to support the flow of the discussion.
– Avoid Question such as:
Where are you going to work next?” Well I am not saying that this is a wrong question, but imagine if that employee’s employment verification report comes as negative, or the offer gets revoked? You might not like to be held responsible for this unfortunate event, as you are the only one who might know where the candidate is joining.
– Always ensure that you send across a formal calendar request and give appropriate time slot to the employee. As normally companies have these interviews on the last day. And as we all know the amount of running around that requires on the last day. (Exit From, Approvals, Time sheet, ID card, Bus Pass, etc.)
– Organization should have a documented policy stating how exit interviews happen and Interviewers need to be trained to conduct Exit interviews.
– The best way to conduct an Exit Interview is F2F. In some cases this might not always be possible (Centralized Team, Out Stationed Resource), hence one must look for alternate options such as Video Conference. Having telephonic exit interviews are not advisable, as this might not create a good impression on the employee.
End of it am sure you too might have loads of things to add about this topic and you might agree or disagree on the points mentioned in this post. I would be more than happy to know your views and your experience based on the Exit Interviews that you might have conducted or attended 😉