The Exit interview is considered to be a one of the most important HR Process and it is the most practical way to get the valuable feedback from the employee about your organization culture, policies and procedures. The employee, who is leaving could be the best person to tell the insights on the company’s strengths and weaknesses, as perceived by the employee during his/her stay within the organization.
It is important that all the Firms should make adequate use of an exit interview and analyze the issues addressed by the workers. It further can be very helpful in enhancing the satisfaction level of existing employees and also helps HRM of an organization to understand its uses and its effectiveness.
Exit interview (EI) can be in the form of face to face interview, surveys, and questionnaire and so on. It is important that data from employees who are leaving should be valid and reliable. Sometimes, the collected data from an exit interview may lack quality. It can be due to lack of forthrightness by the former employees who may not criticize their seniors.
An exit interview is held with an employee who is leaving the organization. The exit interview is held to discuss the employee reasons for leaving the organization. The information given by the employee is used to improve the organization work culture.
Exit interview is a useful tool with the firms and organizations that can provide an insight into perception of employees in the working of an organization. It helps to find out the reasons for employee dissatisfaction with the company. The company can be enlightened about problems and issues faced by the employees who previously worked in the company. If the organization works for the enhancement of employee well-being, Exit interview also help in retaining the most talented and skilled people.
An exit interview can be defined as “Last official Discussion” is held with an outgoing employee who has already resigned and about to leave the organization. It is an open discussion forum that allow an outgoing employee to share his/her reasons for leaving the organization and also share is views upon the experience he/she had during the course of working within the organization. As it an exit interview means that he can suggest HR or can pass his/her honest feedback about the working process, organization culture, HR policies and Procedures or anything which he/she feel that should be communicated.
The Human Resource Department can see and compile such views/suggestion and can use as feedback which ultimately helps in building better policies and procedures and also enhance the organization culture. An Exit interview process is one of the most important process in HRM, it generally happens one or two day before or last day of working of the employee. The Goal of an exit interview is to build a reputation of the organization and seek respect of from the departing employee and not being too negative about the company and ensure for keeping the doors open for future relationship and return.
Heathfield, (2019) sees an exit interview as a meeting with a terminating employee that is generally conducted by a human resources staff member.
Muller (2020) sees exit interviews as offering a deeper look at the workplace’s culture, day-to-day processes, management solutions and employee morale. Exit interview could be used to identify opportunities to improve retention and engagement.
Boogaard (2020) states that it is a way of collecting data and getting insights needed to create a more positive environment and also protect your organization from unnecessary risks. Exit interviews are a way of obtaining frank and honest feedback from a terminating employee.
Spain &Groysberg (2016) advice that exit interviews should not focus on salaries and benefits only because there could be underlying issues related to the Human Resource practices that can propel the mass exodus of employees
Simpson (2020) begs for respect on the part of the terminating employee by avoiding being too negative, too personal and not close doors for future relationships.
Bhasin (2019) believes that although the benefits are high, exit interviews can be problematic especially if not properly handled
Exit interview in HRM is a process of obtaining honest feedback from the employee who is leaving the organization. The exit interview helps to know the organization what all things can be improved so that there is employee retention.
An exit interview is a conclusive sit down interaction or meeting between the employee who has resigned and decided to leave the organization the Human Resource Manager or somebody who is authorized by the management to compile data of the useful and unbiased feedback and opinion to improve the future Management practices for Hiring and Retaining Talent. The exit interview process of an employee can be shown in a flow chart format:
Many organizations use the facility of software available that creates a digital checklist that helps to keep all processes organized.
The real purpose of Exit interview is to compile the feedback data and use this all in setting up best Human Resource Practices and create a benchmark for the organization. The employees in an organization still opt for leaving the company even if the organization may have the best policies and procedures to meet the needs and welfare of the employees. There is always a scope of improvement and that is why the exit interviews play an important role.
The idea of exit interview is to provide an opportunity to the organization and to the outgoing employee who got the zero accountability to tender his /her correct opinion about the various processes running within the organization to find out what is going right in favor of the company and what is not. The following are the purpose of the exit interview:
Some tips for conducting exit interview are:
The Exit Interview checklist may contain the following:
What kind of Question can be asked in an Exit interview?
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