www.CHRMGobal.com EXIT INTERVIEWS A formal interview with the departing executive with the sole purpose of identifying factors making him leave. Structured.

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Presentation transcript:

EXIT INTERVIEWS A formal interview with the departing executive with the sole purpose of identifying factors making him leave. Structured Exercise. An hour. On day of handing over charge.

EXIT INTERVIEWS – Why ? “ It may not be possible for the bravest or best Mgrs.to offer certain opinions. A departing Mgr. is presumed to be no longer afraid to speak his mind.’ Yields crucial info. about the pulse of the org. Intention is to gather their parting shots. Enables effective means of learning how to make the org. a better place to work in.

Benefits Of Exit Interviews Allows uninhibited feedback on working conditions. Will bring to the surface unexpected reasons that forced the exec. to quit. A rare upward communication on company’s working conditions. Diagnosing problem areas & identifying areas which dissatisfy employees.

Will help efforts in the direction of job design, adequacy of training, salary structure, etc. Comparison of strategies / conditions prevailing outside as compared to ours. Sets a culture to establish a link with departing employee. Organisational culture of honesty & openness gets nursed.

Exit Interview Questionnaire - Design 1.Queries relating to the job the Exec. is quitting. 2.Queries focusing on the change the org. can make. 3.Queries directed at knowing the advantages the Exec. expects to enjoy in his new job.

1.Queries relating to the job the Exec. is quitting. It is imp. to examine work environment as perceived by him. Whether he had a challenging job. Whether it added value to him. Was it enjoyable. Was he getting respect as an individual. Growth opportunities in levels & responsibilities. The +ve & -ve elements of the org.

2. Queries focusing on the change the org. can make. Whether he was getting the reqd. opportunities to grow as a professional. Was he given adequate freedom to be creative. Useful tool……… “ What facilities would he like to have,in case he reconsiders joining the org. at a future date.”

3. Queries directed at knowing the advantages the exec. expects to enjoy in his new job. Know advantages he would enjoy in new job. Compare job specifications, designation, & compensation. Zero in on crucial reasons to quit.

FOLLOW - UP The entire exercise will be futile if the answers of the quitting Mgr. are just filed. Validate findings with matching responses from within. Existing staff gets to know about an Exit Interview. Effects should be visible to existing staff. When initiatives to improve are not visible, future E.I’s would have little to learn from & treated as one more formality after one hands in papers.

CONDUCTING A SUCCESSFUL EXIT INTERVIEW. Prepare checklist covering all details. 90% listening, 10% talking. Eye Contact. Listen to feelings. Tactfully probe sensitive topics. Do not defend Co. against criticism. Do not justify Co. actions. Convincing the Mgr. to change his mind is no good. Avoid counselling the Mgr. about his career options/future.

CONDUCTING A SUCCESSFUL EXIT INTERVIEW. Right Timing. Insist on honesty. Hierarchies need not be respected. Be open to adverse criticism. Assure Confidentiality.

EXIT INTERVIEWS IF CONDUCTED WITH A PURPOSE CAN PROVE TO BE AN EXCELLENT TOOL FOR MEASURING INADEQUACIES IN MGT. POLICIES & PREVENT “ MANAGERIAL MENOPAUSE” FROM SETTING IN.