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Topic : Employee Relations in an Organization
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Created by : Gargi Sinha, Senior Consultant, Hewitt Associates  | 07 10 2009 06:43:33 +0000
Industry : Human Resources (HR) ConsultingFunctional Area : Organizational Development(People Management)
Activity:  3972 views;  last activity : 07 29 2010 14:04:34 +0000

Exit interview is a in depth analysis which finds the root cause for why the employee is leaving the organisation. This inteview helps to know  the reasons for leaving, relationship with the superior and colleagues in the department, any insight in the way business is done in the organisation, any suggestions which the employee could present for improvising for the company. If the interview is done properly it can provide lot of insights regarding why people are leaving the company.

Is it important?

 
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"Failure is not who makes mistakes. Failure is who repeats mistakes."

When an employee leaves, he definitely has a reason to leave. Most of the times, i have seen, the companies neglect exit interviews and just happy to let the employee go. After some time, there are many people who leave from the same team in that organisation. Thsi could have been avoided if exit interviews were held. The reason was the manager.

Like wise the reason could be many things. The HR is responsible for the attrition rate. one person leaving is ok. but many people leaving the org and still no exit interviews, will create a big void gap in which the company will sink. The important aspect of exit interviews is that it focusses on "Corrective Action Preventive Action". If the companies make corrective and preventive actions on time, it does avoid a lot of people leaving the org,.


By Sumit Jayaswal, Associate/Sr. Associate -(Technical), Cognizant Technologies Solutions  07 10 2009 07:38:06 +0000
 
Top Argument
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I don't see the importance for a company to conduct exit interview when employee is leaving the organisation. Why should management waste time to interview someone who has interest to leave. Most times the employee would indicate his/her reason for leaving in their resignation letter. It is at this time management has an opportunity based on the reason for leaving to make a counter offer if they really want the individual to continue.(In today's society when a person has intention to leave a job, the whole office will know the reason why even before the resignation is sent in) 

If management wants to know how the organisation can be improved then the right thing to do will be to have 'a suggestion box' where everyone will have an opportunity to air their views. 


By Devi Kaladeen, Audit Manager, Health Sector Development Unit  07 11 2009 03:15:19 +0000
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GargiLots of debates for this topic earlier done by all and active participation can very well be seen..
By KUMAR SAURABH JHA, HR Manager  | 07 29 2010 04:55:06 +0000
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Very important for a company to conduct exit interview both from employee & employers point of view. Because that is only the way company know why employee is leaving. What made him dissatisfied or may what was better opportunity given by the other firm. What are ways of maintaining employee satisfaction.
By Manish Shah, B.Tech/B.E. student, University of Mumbai  | 07 28 2010 16:45:51 +0000
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it's a good idea to conduct an exit interview as an employ can give clue about the hidden weakness of company which can be improved later.
By DINESH KUMAR, MECHANICAL ENGINEER  | 07 28 2010 16:14:31 +0000
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It is good to conduct exit interviews, record and analyze views and implement suggestive measures. Feedback & Suggestions always help.
By Kabir Chatterji, Program Manager, Tata Consultancy Services (TCS)  | 07 28 2010 16:04:54 +0000
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I feel that every organisation should conduct exit interview as to know why the exmployee is leaving. By knowing the reason (s) the organisation will come to know their shortfalls and will help them in improving the same
By Arti Arora, Senior Manager , Multinational Organisation  | 07 28 2010 15:40:02 +0000
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Exit windows will aid the company to understand its own shortfalls which otherwise they would not be able to assess. Insiders would know the shortcomings better than an outsider. If probed well, some of the truths will surface in such exit interviews.
By S. Muralidharan, Executive Director, Knowledge Foundation & Campus Around the Corner  | 07 27 2010 16:26:05 +0000
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most important -- people leave organisations because of their superiors in most of the cases.

in the absence of an exit interview the culprit superior makes merry of his career at the cost of his subordinates.

the owner, C.E.O. , CHAIRMAN,M.D. AS THE CASE MAY BE SHOULD FORM THE EXIT INTERVIEW PANEL.

 


By KAMAL TANDON, GENERAL MANAGER - SALES  | 07 27 2010 16:12:20 +0000
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it is really necessary to understand employee work envoirnment. Need to have a review abt an individual performance and try to know what is the situations thats driving them out of the job or exiting the company?


By Pavan .G.Joshi, Associate/Sr. Associate -(Technical), Aditya Birla Minacs  | 02 26 2010 10:17:03 +0000
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Yes, I totally agree to the fact that the HR is responsible for attrition rate. When an employee leaves a job, he generally does so because he has got a better offer. So, it is very important for a company to be aware of the facts that may be responsible for the exit of it's employees, and take corrective and preventive measures for these facts.  


By Jayita , MBA aspirant  | 02 26 2010 02:36:59 +0000
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the Biggest challenge before any organization is to maintain the loyalty  among employees so that they sud not deceive the org. in any way even after leaving the org. and  the most important work of any organization is to maintain the good employees in the organization because the good employees are the reasons of organization's efficiency & effectiveness.if the employees are leaving organization continuously so there will must be  reason behind so to know the pitfalls of the organization,the EXIT interviews must be conducted & if Org is successful in making loyal employees then they will must tell about the causes of their leaving.


By Manu Sharma, Sr Consultant- Talent Acquisition (manu.sharma@vrindaconsultants.com)  | 02 25 2010 17:23:46 +0000
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Exit interviews are conducted at some time by the dept head and not necessarily the HR dept, since the dept head is repsonsible for his/hers taff and decides who stays and who doenst regardless of what the HR has to say at some later stage. Over 90% of the employees leave for better prospects and the rest due to unhealthy working conditions or harrasment/bullying at work which should have been taken care of by the dept head. There is no point in an another "official" exit interview by the HR since it's not going to change anything. Now, if the dept head is the reason for mass resignation, then that's who the HR or the Audit dept should be watching or interviewing.


By David , Parts Manager, Ferrari/Maserati Spa and Bentley UK  | 10 28 2009 05:08:57 +0000
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Nitin thanks for your comment. However, I have given my reasons for disagreeing. Hope you read them all. We all can never see eye to eye on situations especially when they differ from country to country. It is amazing that others are on my side on the debate, yet no one is interesting in commenting on their views/opinions. Am I being singled out?


By Devi Kaladeen, Audit Manager, Health Sector Development Unit  | 10 28 2009 03:12:37 +0000
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Mam Devi from my little knowldge what  I can figure out that all people who are in favor of EXIT INTERVIEW

want to communicate one single IDEA that is - no more quality employee should leave the organisation in future due to previous problem. And yes, in case employeer got a better opportunity then their is no need of argument and stretching the exit interview. But feed backs can always be helpful .

Thank you


By Nitin Goswami, Student , M.S. Ramaiah Institute of Managment  | 10 27 2009 18:41:26 +0000
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Mam for example if your drivers leaves your job after one after another.

It might mean their is some problem in driving the car which causing drivers to leave what they are best at.

Think about it . You can't talk to the car but yes you can talk to the person driving it .

Exit interview is needed to know the problem if it is repeating


By Nitin Goswami, Student , M.S. Ramaiah Institute of Managment  | 10 27 2009 18:33:04 +0000
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It is very improtant to conduct an exit interview. But, care should be taken that it is not mere customary. It should be done with the following intention in mind.

1. To get a honest feedback from the quitting employee.

2. To investigate and find out the actual reason for leaving the organisation. If the reason is some employee (i.e. boss / colleagues), culture of the organisation the same should be corrected so that the organisation doesnot lose valuable talent in future. It would help employee retention.

3. To build a rapo with the quiting employee because he will be a brand ambasador of the organisation and will speak good about the organisation outside.

4. To establish a relationship with the quiting employee with a hope that he/she will return to the organisation again (it may be noted that if an ex-employee returns back, he will stick to the organisation and will be more loyal).

5. It he relationship is build well, whereever the employee goes, he will be of good value to the organisation in terms of goodwill and business too.

6. It may so happen that if the latent / hidden reason is explored and the cause of leaving is solved, the employee may quit the idea of quiting and stick to the organisation. (It may be noted that it is always better to retain the employees / talent then to lose and attract fresh talent. Moreover, it also costs to attract and employ new / fresh talent and train them to bring them to the level of the employee leaving).


By BISWABHUSHAN BEHERA, Dy. Manager (HR), GAIL (India) limited,  | 10 27 2009 12:46:12 +0000
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No doubt the answer is yes, because doing it does nt bring in any harm, instead helps to bring to light many aspects which the management would otherwise have not been able to learn. But co-operation and unbiased feedback from the employee is very important. He should not use it as an occasion to put blame on others. There should be a system to do away with such risks. 


By Resmi Maxim, GENERAL MANAGER - OPERATIONS, SI PROPERTY (KERALA) PVT.LTD.,  | 10 26 2009 08:39:43 +0000
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Yes it is important. It maynot give a clear picture as exit interview some time influenced by future carrier but at least it provides someimportant feedback on some grey areas.


By Biranchi Narayan Acharya, AGM, Simplex Infrastructures Ltd  | 10 26 2009 08:17:49 +0000
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Yes definitely it is important to conduct Exit Interview for each candidates who is leaving the organization. It is important for both candidates as well organization. With the help of Exit Interview Employers can come to know "Why Employees are Leaving organization" & take corrective steps to retain them. Apart from this company can also judge the behavior, attitude of internal employees, superior, managers etc. by conducting the Exit Interview. If some one respond positive in an Exit Interview then his chances of rejoining the organization is become very high during unemployment.


By prakashraj kumavat, MBA/PGDM student, Omegan School of Business (ICFAI Tripura)  | 10 23 2009 07:30:01 +0000
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Its extremely important to conduct an exit interview when an employee leaves the organization.

Employee exit interviews are an important part of HR management and monitoring employee retention and satisfaction. Just as it is important to hold a sales interview to find out why you did not get an account, it is important to understand why an employee leaves and what information you can use to avoid future employee losses.

Avoidable losses result from employee job dissatisfaction, poor management practices, the lack of advancement opportunity, and sometimes personal harassment by or conflict with a co-worker or manager. A recent employee retention survey suggests that nearly 70% of employees leave their jobs because they do not feel valued!

Employee exit interviews provide a window to view and benchmark employee expectations regarding:

  • Job responsibilities and performance
  • Employee job orientation and training 
  • Mentoring programs
  • Working conditions 
  • Opportunities for skill development career advancement 
  • Training and development programs
  • Supervision and Management
  • Work Satisfaction 
  • Workload Distribution and Schedule Flexibility 
  • Salary 
  • Benefits 
  • Organizational Culture 
  • Organizational and Work Group Communication



By Prashanth Kantheti, Business Development, M/s. Vijai Electricals Ltd  | 10 23 2009 03:43:00 +0000
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It is extremely important but not how it is generally done in most Indian companies. Exit interviews are meant for 2 purposes. One is to understand what can be improved and other is to ensure that an ambassador of the company is leaving the organization and not a person with negative feelings. Unfortunately our exit policies fail in this also.  Delays in final settlement, disinterest in exit interviews and above all lack of appreciation for people not in the organization tends to diffuse the value of this powerful tool.

In the current form, it's a nuisance. If changed, it can transform into a powerful tool.

cheers

Navneet Chandra 


By Navneet Chandra, Consultant  | 09 29 2009 11:14:42 +0000
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Failure makes a person more perfect than he or she was or used to be.

Companies spend so much on their emplyees on training and development, by the time it could be exploited an employees quit for mere handful of money.

Its not the question of bread, butter and shelter - Bsic needs, Maslows hierarchy of NEEDS say that every one of us need few more things in life and need to get the same at the earliest.


By KUMAR SAURABH JHA, HR Manager  | 09 22 2009 10:14:22 +0000
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At the time of exit, candidate free from all obligations and he can give 360 degree feedback about the company, its culture, management habits and behaviour.

This is really a good outcome to improve the company practices.


By Nitin M Aras, Head/VP/GM-Tech. Support, ODTIN Food Solutions Pvt Ltd  | 09 07 2009 05:10:43 +0000
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J D Power conducts an inhouse empolyee satisfaction survey wherein the employees feed backs are taken so that actions can be taken to ensure worksplace is a desirable place to work in. One area that has highlighted is companies disinterest towards conducting exit interviews & implementing the feedbacks in the work environment. An employee gets demoralised if inspite of numerous exits from the company ( all because of same factors as stated in the exit interview) the compnay does nothing.


By santosh kumar, Marketing Manager, AUTOMOBILE  | 09 07 2009 04:30:04 +0000
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Sorry i totally disagree with you Devi mam..I think that every organisation must have a personal touch with their employees. It is not that the suggestion box everytime brings the real situations that the employee has faced before resigning from the job. Time management is too important in the organisation, but not against the employee's satisfaction from the job. As we must know that employees are the first customers of the organisation. So they must satisfied with the work environment of the organisation. And if at all the organisation doesnt take proper care of such situations, it may lead to a bad word of mouth outside which is again not good for the organisations's reputation.

I may be true, may not be, but in my views exit interview should be conducted in all the organisations as i support my view.

 


By Anuj Rajpurohit, Business Development, Neesa Technologies P. Ltd.  | 09 06 2009 08:18:29 +0000
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Yes, Exit Interviews should be considered as a key Factors for Organizational changes. but the only concern is it is difficult to find out the amount of reliability over the recorded data from the relieving employee.

The Exit interviews will throw light over the areas or personnals especially inthe managemnent roles which is one of the major reason for an employee which  induces him to change the organization, also helps to identify the complications in the practice of indentifying another position and transfering the employee in a given time if the employee thinks he is not treated well in the team (if its really true)..


By Jayakumar , HR Executive HCL  | 08 14 2009 10:55:05 +0000
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If a frustrated employee leaves an organization, the exit interview is conducted with an agenda of Face-Saving - so that the person leaving the org would not trumpet against the organization.

If an employee leaves the organization for growth or for the want of money, company would conduct exit interview and try to retain him with alternte options like promotion/ wage revision/ better amenities etc if he/she is woth it.

In both the cases, company does it with intentions. There are companies who conduct exit interviews for the sake of conducting (like during recession, they want attrition to enlighten the salary burden).


By taranath joshi, DGM Operations, EOL,  | 08 11 2009 16:45:32 +0000
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Yes i do agree that the companies must conduct an exit interview.

The exit interview can be taken as an input in improving the policies of the company.

 


By Japan Shah, H.O.D, Oxford School of Management  | 08 11 2009 09:26:39 +0000
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Hi,

 

Exit interview is a very important tool in the hands of any organization.

It is not that much easy to read every employee’s heart and mind. They do write the reason in their resignation letter but the reason is not always correct. Sometimes people just give the very common reasons like relocation of their family to some other place, higher studies etc.

Because they don't want to make it official .......say if they are leaving the company because the person couldn't get well along with his supervisor.  

But, If we take a proper exit interview of these employees they will definitely tell us the right reason as well as many other things that can be helpful for any organization.

By these exit interviews we can get to read the mind of employees. The person whose leaving will tell you everything as their name are just with HR person and they just feel comfortable to discuss it .as they don't have any fear of anybody.

And by this a company can improve its employee relations and working conditions on the basis of given interviews.

Devi, I am really disappointed by your comment. Hope my views will change your comment.

Regards,

Rohini


By Rohini Kaushal, HR Executive, Etech, Inc pvt ltd  | 08 11 2009 07:09:53 +0000
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Exit interviews are very important for any organizations since it helps them to know their limitations (If any) so that other employees won't face these problems in the near future. It also helps to know the comfort level of the employees so that it can create much better working environment in the organization which will help in better performance among the employees.


By Nikhil Jain, Senior Consultant, Hewitt Associates  | 08 11 2009 06:32:11 +0000
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Exit Interview is very important from company's point of view, where company can understand the possibilities that may cause a candidate to leave. Exit interview will even help an employee to put his thoughts where he can say whatever company lacks, in this way if company finds the candidate is leaving for a reason which is non madatory then company can avoid loosing good candidate . Even candidate can benefit if company recognises his pain points.


By Reshma Farooki, Marketing Manager, ISPL  | 08 11 2009 04:21:09 +0000
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Exit Interviews should be held with 2 purposes:

1) To learn & understand WHY employee is leaving

2) To capture the key knowledge (the experience: WHAT & KNOW-HOW) that the person leaving is taking with him.

Most of the organizations fail to perform the second step. However, my personal experience shows the captured knowledge proves to be very beneficial both for the management & to the fellow employees to perform better using the knowledge of the person who is resigning, retiring or asked to leave. The reason is simple, when a person joins the organization he undergoes training, attends lot of internal meetings, performs daily activities through which he learns, this helps him build his own experience level, now when leaves, this crucial knowledge leaves with him. I would say have an EXPERT INTERVIEW, instead of an Exit Interview. It really works!


By Siva Sai Kolluru, Consultant, aot  | 08 10 2009 14:47:21 +0000
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We do exit interviews on staff who leave the organisation.  Generally, exit interview information and feedback from a resigning staff are used in the company’s organizational development evaluation. Based on the results of the interview, any constructive criticism may be used to improve the situation of the remaining employees and the betterment of the Company.  I support this argument.


By dan , HR Manager, Project Management  | 07 31 2009 03:07:32 +0000
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Most employees leave an organization not because they got something better but because something went wrong in the current system. The feedback given should be used constructively to fix existing loopholes to ensure existing employee satisfaction! Exit interviews again need to be conducted by HR or some other senior ppl so that they can understand the pain points for an employee and work on correcting the system


By Dharani Jeyaprakasam, Sourcing Strategist, IBM  | 07 15 2009 06:04:01 +0000
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In todays envoriment most of the HR always go by presumption, we need to keep an open mind when we discuss any issues, the best thing for the HR is to keep track of the perfoming employees on the portal and meeting them frequently , interaction with their superiors and trying to understand what else we can do to enhance work envoriment and other aspects, constant interaction with employees will ensure the attrition level is at the lowest. Second important thing is all these interaction have to be noted in the respective employees folder and this has to be discussed in the HR group of the findings , improvments, changes etc.

Exit interview always help to understand what exactly made her/him move out, some of these findings do not come in intial mode of discussion. It is always better to have small open meeting with thier team members and their immediate boss plus some of the other division colleagues who she/he interacted.

All these excersise add value to improving the organisation for being a healthy and employer friendly ogranisation.


By venkatesan , principal consultant, paskee consultancy services  | 07 13 2009 08:52:49 +0000
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Exit interview has to be done in a complete professional way, sometimes the Head of HR or the immediate next in Seniority has to complete the formalities. A detailed information gathering excersie and at the same time we need to look for the employees point of view as what needs to be corrected to ensure the continuity of the organisation.


By venkatesan , principal consultant, paskee consultancy services  | 07 13 2009 08:13:27 +0000
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YOu have to conduct the exit interview for all outgoing employees, as they are our companies ambassadors and would share their feelings and thoughts to improvise the working condions / work atmosphere.


By Raghunandan S V, Chief Enabler  | 07 11 2009 15:07:41 +0000
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yes, it is important to conduct an exit interview for any organization.the data obtained clearly gives the good/bad things of the firms and helps for improvement.all this will hold good if and only if the organization is possitive enough to change and not a blind follower of any system which may be mandatory.


By jairaj shyam prasad, Production Manager, BOSCH Ltd  | 07 11 2009 10:51:37 +0000
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Thanks guys for all your replies on this topic...i think what Sumit has suggested is true, these Exit interviews clearly shows the picture for what was the reason behind their exit, and this will help immensly to rectify whether was it due to the personal problem or due to the management...People are more important for any organization..so these exit interviews gives a fair idea on that matter.


By Gargi Sinha, Senior Consultant, Hewitt Associates  | 07 11 2009 07:54:18 +0000
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What could be the REASON for the employee to look beyond the current engagement?? Is it the package? Is it the people?? Is it the ORGANISATION??

In the bigger picture an exit interview would give the HR a complete overview of a person who is NOW looking at his PREVIOUS organisation from a completely NEUTRAL grounds. The answers could be;

A. Guarded because the candidate is still emotional about it.

B. Open because he doesnt care anymore

C. Management likes and dislikes will certainly take precedence while on the way out

D. The TRUTH WILL OUT!!

E. Organisation and its credibility could be looked at.....

I can go on. But the reason why an EXIT interview is important because every organisation should FEEL the loss of a CANDIDATE and then grab the chance to RECTIFY anything that might be credible in terms of the REASON for LEAVING!!!

LETS REMEMBER, ITS THE PEOPLE THAT MAKE AN ORGANISATION AND HENCE ALL PEOPLE IN / OUT are absolutely important for carrying out the IMAGE that the ORGANISATION means to RETAIN INSIDE / OUTSIDE!

I am all for it!


By Makrand Bhave, AGM - Corporate Business, E18, part of Network 18 Group  | 07 11 2009 06:54:29 +0000
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I feel that it is very important for an organisation to conduct an exit interview as this will help the company to know exactly why the employee wants to leave the organisation .Is it because the company is not providing them what they want or is it due to their personal issues.This help the company to track the employee turnover of the company.

 


By sumitra dutta, Consultant, XYZ  | 07 11 2009 05:24:24 +0000
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Nitin has hit the nail on the head. 

Yes, exit interviews are important to any organisation that has long term plans, since good manpower is scarce and there is a good amount of cost involved in training employees on the job.

However, an exit interview needs to be a totally impartial affair, where the outgoing employee is put at ease and allowed to ramble on about all reasons which have led to his/ her departure. Most exit interviews fail on this basic point.

Furthermore, the evaluation of the exit has to be totally unbiased and impartial either to the employee leaving the organisation or to the persons named as "terrors" or reasons for leaving the organisation. Most HR managers tend to either totally believe or totally disbelieve the outgoing employee. 

The actual reason of a manager being responsible for an exit can be only guaged when there is a series of exits citing the same reason. Here the management needs to wake up and realise that something is definitely wrong.

The reason I mention this is that an outgoing employee has no affinity left either for the organisation or managers he leaves behind and most times the reasons given for an exit are terror managers.

To cap it all, exit interviews need to be analysed and should not remain mere formalities for audit purposes.


By Inderpal Singh, Director - Academics and Admissions, MILE - Management Institute for Leadership and Excellence  | 07 10 2009 14:31:42 +0000
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Cant add more than what everyone has added here!! :))


By Makrand Bhave, AGM - Corporate Business, E18, part of Network 18 Group  | 07 10 2009 14:27:08 +0000
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It is indeed an important thing, organization should conduct exit interviews. However as per my thoughts the exit interview should not only be taken to collect information about reason for leaving, or retaining decisions...

1. However I think a little different, I most of time try to find out as to since when the individual started looking for a change.

2. What made the individual to decide to move ahead, was it because of some situation or is it growth.

3. I list down the growth parameters for an individual and map to individual's evaluation about himself/herself against the listed growth parameters.

4. I try to find things or verticals where in an individual can grow, could have been grown and extract maximum benefit by contributing in organizations growth..

Exit Interview is important : Employees leaving the organization are brand ambassadors and hence exit interview ensures that they do not leave the organization with any negative thoughts. resulting in bad mouth publicity.


By Nitin Jagdale, Lead Human Resources  | 07 10 2009 14:15:31 +0000
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If the company has long term plans and retention is important,exit interviews are must.However,it must be objective from both,the company and the exiting employee if it has to benefit the company.


By Mohan , Director, Spatik Consultants P.Ltd  | 07 10 2009 13:38:37 +0000
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In most of the situations immediate bosses and colleagues know the root cause that why their colleague is leaving the organization. But this facts are not known to the Senior Management and once the employee leave the actual reasons get moulded into new one.

It is important that senior management should know the root cause of an employee leaving an organization. Mere knowing the root cause is not enough it is to take a strict and corrective action to remove that root cause. Exit interviews are definately the part of removing this root cause.

Although most of the employee and employers are not worried about the exit interviews. Still if this process is followed and corrective action being taken based on the feedback can help a lot to retain the one of the most important resouse i.e. Human resource of the organization.


By Dinesh Raghav, Pre-Press Executive, Eli Research  | 07 10 2009 10:31:48 +0000
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Exit interviews are important that helps the organisation to understand what could be done to rtain the employee and also if there is a major problems so that further resignations are arrested.

 

 


By Ashutosh Pandita, Sr Business Manager-IT Search, Quadrangle-Infoedge India  | 07 10 2009 08:35:45 +0000
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I think it is good if an exit interview is conducted with an employee, in this interview a questionnaire should be prepared describing the reasons for leaving the job. So that the company can keep those reasons in mind and can try to keep other employees satisfied on those parts in order to retain other employees of the company. This helps in continous growth of the company by retaining the valuable asset of the company called employees.


By Darshil , CEO/MD/Director, Darshil Cotton Company  | 07 10 2009 08:11:30 +0000
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I think it should be made mandatory for an organisation to conduct exit interview as it will help the company in retaining the existing  employee's and also help in the development of the company.

It will be interesting to know from you guys.


By Gargi Sinha, Senior Consultant, Hewitt Associates  | 07 10 2009 07:01:39 +0000
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No i am not agree that exit interview should be taken ,as there are chances that the employee may not be able to express.
By ashish , Analyst, ArohaTech IT Services Pvt. Ltd.  | 07 29 2010 14:04:34 +0000
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I totally disagree with the exit entry, as there may be many reasons why the employee is leaving or has to leave the company. So it may happen that they may be unable to express their opinion openly as to make their exit from the position or the company safe or amicable. And moreover if it is the position or the money people jump from one company to another company till they meet their ends and finally feel secured about their lively

So i feel that Exit is not as important as entry interview

 


By Nisha Mohan, HR & Industrial Relations, Anush Infobase  | 07 28 2010 05:31:02 +0000
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Exit interview ? It is at all not required if a company maintain  a good relation and good understanding with its employees. Many employees come and go. But the need  of exit interview arises only, when the company want to pose and save their faces before other employees for one reason or other reason. Further, Does  justice will emerge as an ointment in pool of crocodial ?


By Alind Saxena, Managerial (Ex.), CSIR-CRRI  | 07 27 2010 17:26:09 +0000
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Prevention is better than Cure and still better than questioning the disease as it is done in case of exit interview.I would like to ask everybody supporting an exit interview why to wait until the employee leaves the organisation to know his difficulties ?  Why not be pro active ?

It is generally seen that in an exit interview employees are not honest with the interviewer on their difficulties .They just give goodie goodie feedbacks so that their dissociation with the company can be settled amicably.Now this feed back cannot be used for any constructive analysis but yes it does helps in shedding responsibilities.


By Amit Kumar, Design Engineer, Bharat Heavy Electricals Limited  | 02 25 2010 16:06:06 +0000
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0

If an employee has already made up his mind he cant be stopped nor should he but exit interview gives you chance of improvement as there are 365 days in a year and everyday one can do one improvement or change within. If it comes to employee relations even after qiting we see employees getting down to previous employer.


By KUMAR SAURABH JHA, HR Manager  | 02 12 2010 12:23:04 +0000
1
0

It  is a waste of time just a formality

If company was serious why not take feed back at regular intervals why analyse only when the employee is leaving

 


By Nikhil , Senior Manager, Insurance  | 02 05 2010 14:28:19 +0000
2
0

Why waste productive time in conducting exit interviews or surveys. To me it seems obvious that if an employee intends to leave, he would have definetly made his discontent known to colleagues / supervisors on occassions before the final step of putting in a resignation. This is just an HR drama to let the top managment know that they are doing their work when in fact had they been indeed doing their work well there would be limited employee turvover.


By David , Parts Manager, Ferrari/Maserati Spa and Bentley UK  | 09 23 2009 05:47:54 +0000
2
0

I am yet to join corporate.. But being a stident of Human resource management student, i would like to ask all those people who are supporting the effectiveness of Exit Interview, that does the exit interview realy works in case of laid off emplloyees?

yes, if an employees is leaving an organisation because he/she has got a more promising job, he will be interested to give feedback to its employer but those ah have been laid off, what about them?


By Dipayan Sarkar, Student , Siva Sivani Institute of Management  | 09 08 2009 14:50:34 +0000
3
0

The exit Interview in companies are now just part of the proceess/completing the paperwork .

I have never seen/Heard one instance where a employee has reversed his decision  as a result of Exit interview.

Also never had a oppurtunity to attend a meeting /discuss on the exit interview points of ex employees to see if they be relevant to current employees and if so what remedial measures to be taken ,so on and so forth.Never is an exit discussed as part of training/regular policy meetings etc.

I therefore is of the opinion that it is just the last paper to be filed before closing the file and sealing it to the records room.

 


By Charles davison, Project Manager, Douglas OHI LLC  | 09 07 2009 04:29:38 +0000
4
0

Anuj, no problem if you don't agree with me. This is only my view. As a matter of fact this type of thing don't happen in my country. To date I have not heard of any company/organisation having an exit interview when employees leave. I often hear manager says if they want to go let it be. What may happen in some cases is the boss(not the HR Dept) will sometimes talk to the employees to find out the reason for them leaving. As for the suggestion box even if no action is taken, the HR Dept will sure be aware of the problems, if any that exists.

Sorry I cannot compare my country with yours, so what will work for us may not work for you.  


By Devi Kaladeen, Audit Manager, Health Sector Development Unit  | 09 07 2009 03:11:15 +0000
3
2

Rohini, thanks for your comments. However, my views may not work for you but it works for me. I work in a project environment where all jobs are short termed. Anyway, I have already supported my argument.

I have a question for you, do you agree with the comments made by all the others who are supporting my side of the argument?


By Devi Kaladeen, Audit Manager, Health Sector Development Unit  | 08 11 2009 14:40:20 +0000
4
0

I dont feel its very important coz I personaly feel that the person who leaves the company dont want to spoil his/her relations with the company and normally don't speeks much at the time of exit and is more concerd about his/her smooth exit formalities and a good refrence, so even he was in a complaning mode during his/her employment when he/she leaves they dont care to help the org


By Darpan Sinha, Tech Architect, Royal Bank of Scotland  | 07 13 2009 10:21:39 +0000
4
0

It's important when it comes to PCMM like certifications, where it's a mandate. But what change has been brought to the company after analyzing the data, is important?

People never shared their insights in appraisals/ reviews/ career discussions, etc.. But in exit interviews they does, just let the burden out of them! But it hardly make any difference, if no actions are taken on it.

 


By Satwinder Singh, Program Manager, Sulekha.com  | 07 13 2009 09:24:24 +0000
6
0

Human resources departments conduct exit interviews (also called exit surveys) to gather data for improving working conditions and retaining employees. How far is this true??

It is not necessary or compulsory for any employee to go through exit interview or survey.  It's your right to decline an exit interview. A reputable employer will respect your decision. However, a not-so-reputable employer might resent that you didn't participate and file a "would not rehire" or similar adverse notation in your personnel records. The same employer might reveal the notation during a background check.

The decision whether or not to participate in an exit interview is ultimately up to you. But there are varying opinions about whether or not you should participate. Some career experts think you should, because, although it doesn't help you much, it helps a sincere employer improve working conditions for remaining employees. But how sincere is the employer you might not know.

But other career experts question the usefulness of an exit interview. (A better time to conduct such a meeting is while an employee is committed, not while he or she is on the way out the door and concerned about burning a bridge.) Consequently, they don't think the risks for departing employees are worth it, so they advise against participating. Alternately, they advise participants to give "generic" responses only or at least think carefully before responding.

Besides potential bridge burning, risks for departing employees include the information falling into the wrong hands and ruining references, the employer revealing negative information during a background check.

Some things to consider before participating in an exit interview are listed below.

  • As a departing employee, will you benefit from an exit interview?
  • Is the exit interview anonymous or must you sign a questionnaire or the HR rep's notes?
  • Is the reason you're leaving any of the company's business or an invasion of your privacy?
  • Why did your employer wait until you're leaving to ask your opinion?
  • Will the HR department really use your comments for improvements or are they just trying to find out the "real" reason you're leaving?
  • Might an exit interview burn a bridge, ruin a reference or cause an adverse background check for you?

By Alka Thakur, Technical Support Manager, Vendio Services and a freelance German Translator  | 07 13 2009 05:29:28 +0000
5
0

What is the logic of asking people why they are leaving when they have one foot planted out the door? 

Has anybody ever stopped during an exit interview and said “Wow, now that I told you that I am ready to go back to work?” The answer to that one is a loud "NO".

Have you ever heard something during an exit interview and thought, “If I only knew that, we could have rectified the situation and not lost this person.”? The answer to that one is probably yes. The truth is, however, that on the last day, when they are leaving they will likely tell you what’s politically correct or what you want to hear, or they’ll tell you they are moving for more money.

There is however an answer to exit interviews. Replace them with stay interviews.


By Viktor Stephen, COO, I Entrepreneur  | 07 11 2009 06:36:28 +0000
5
0

The current trend in employee retention is to have stay interviews rather than exit interviews.


By Viktor Stephen, COO, I Entrepreneur  | 07 10 2009 20:12:25 +0000
1
3

no need :: employee leaves joins a new one ::

har din naya din :: nayi company nayi life new friends :: new colleagues::

does anybody has time to ponder & reflect overwhat has , why it has & how it has happened::


By Ajay Ziz, Dy. Registrar,, University of Jammu  | 07 10 2009 07:18:59 +0000
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