Utilize the exit interview as a management tool to gather information/suggestions toward continuous improvement of company policies and procedures pertaining to human resource management.
Exit Interview Policies
Maintain a supportive action program which encourages employees to continue their employment and minimizes employee turnover. Employee turnover is a critical factor toward the achievement of the above-mentioned objective.
While mobility within the company is a healthy sign of organization development, any outward movement diminishes the company’s retention objective. It is therefore imperative that the outward movement of employees be given as much priority as the other aspects of Human Resources Management.
A company will recognize that every specific movement of an individual should have a reason either on his/her part or of the organization. This reason should be articulated to the organization or employee concerned, and the most effective tool is an exit interview. The information gathered during the interview assists management in assessing its policies in general and the company’s quality of employment terms and conditions.
Employee Turnover is a multistage process, the decision to stay or leave an organization begins with a person's perception regarding how satisfied he or she is with the current position.
The exit interview should be viewed positively and objectively by the employee, the interviewer, and all concerned parties.
Information gathered from the interview should be reviewed periodically, and whenever applicable, be utilized to develop or improve procedures or guidelines in the following areas:
Human Resources Department shall perform the following:
Exit interview questions to ask your employees
An exit interview that is properly conducted can provide information about the climate within the company, morale, and the attitude of employees toward their supervisors, management, and fellow employees. It is important to build rapport by asking non-threatening questions like the following:
In analyzing the responses, watch for patterns that may provide helpful information for the employee selection process. The responses may also provide suggestions for improvement in the general organizational or personnel areas.