Need And Importance Of Exit Interview
Exit Interview is one of the types of an interview conducted by human resource department of an organization on a departing employee of the same organization when he/she decides and plans to leave the organization. This means it’s a meeting between one of the members of the human resource department (here they are also called neutral parties) and the departing employee.
Exit interviews are sometimes also called exit surveys because here hbogo com activate, the primary objective of the employer is to gather all the information from the departing employee about the organization and the reasons for leaving the same. Here the departing employee has his / her reasons for leaving the organization (voluntarily resigns), and hence the organization needs to know about the rights.
The main objective of the employer should be to conduct an unbiased and fair interview. This helps the departing employee to share his / her real reasons for leaving the organization. Generally, feedback is gathered on his / her work experience, reasons for leaving the organization. These data provided by the departing employer, in turn, helps in-
- Improving the working condition of the organization
- Retaining the existing employees
- Improving work productivity
- Better management at workplace
- Removing the discrimination or violence at the workplace
An unbiased exit interview is considered to be a successful exit interview as it helps an organization to assess information from the departing employee and translate them into necessary and required actions. Thus, the unbiased exit interview helps to provide a lesson to the organizations. Therefore because of this reason, organizations use their HR guys to conduct an exit interview. Some organizations even hire a third party to do an honest and unbiased exit interview.
The interview panel generally consists of HR go and head of the department (not the immediate boss). That is, none of the interviewers should have worked directly with the interviewee. Irrespective of the fact that who conducts exit interviews, the most crucial objective should be that the authorized guy should be able to formulate means to receive honest feedback from its departing employee. They must be able to assess the root cause of leaving the organization. So, a successful exit interview is one in which both the interviewer and the interviewee are satisfied with the entire process, and it concludes positively
An exit interview can be either verbal or in written form. Oral based exit interview is face to face interview of the employer and the departing employee or through telephones. In written form, they are generally in the format of the questionnaire. These days, even an electronic survey is commonly followed. The interview includes questions about –
- reasons for leaving
- job satisfaction
- feedback on organization policy, work culture, etc
- compensation-related query
- feedback on his job profile,
- feedback on his immediate boss or supervisor, subordinates
- working relationship
Organizations follow either of the modes of the interview (written or oral) to get feedback. However, it is generally observed that an oral interview is better than a written transcript, as the interviewer can analyze the interviewee’s expressions, body language, conviction, tone, etc. during the meeting. It enables better communication and understanding.
Many departing employees hesitate to share and are very reluctant. However, oral or face to face exit interview proves to be more effective in knowing those queasy feelings, read also Pubg pc. Thus, a verbal exit interview helps the interviewer to interpret and judge the departing employee much better than a written form of a conversation.
While conducting an exit interview, the HR guy should try and form a conducive atmosphere. There should be no disturbances between the conversations. The interviewee should be made comfortable such that he/she can share his / her honest feelings and opinions. He/she should be assured that the information gathered from him/her will not be shared with anyone and will be highly confidential. Instead, that information and opinions will be utilized for the betterment of the remaining employees and the organization.
The interviewer should not carry any personal opinion about the departing employee. Instead, he/she should give enough time and opportunity to the interviewee to express his / her views and thoughts. The main focus of the interviewer should be to gather maximum information from the interviewee. Questions should be both –objective as well as open-ended. The interviewer should always plan and prepare the questions beforehand. He/she should also take notes of the information gathered during the interview. He/she should be calm, composed, and avoid arguments.
Once the exit interview is over, the interviewer should always read and analyze the answers or the information gathered. He/she should be able to interpret that information correctly and use the same for the betterment of the remaining employees and the organization on the whole.
Sometimes, a successful exit interview acts as an eye-opener for some departing employees. It helps to change the mind of the departing employee. The assurance provided by his / her superior and HR personnel compels him/her to join the organization back. In such situations, HR personnel should act immediately and complete all the formalities to hold back the employee. So, exit interview also provides an opportunity to hold and retain its valuable and experienced employee.
Besides acting as a source of identifying the mistakes and weaker areas of management, exit interviews also serve as an information source for the development of the organization.
Experienced employees are an asset to their organization. Their in-depth knowledge about their work, tips on working skills, contacts with the consumers and vendors, insights, etc. are indispensable. However, when organizations overlook their capabilities or hard work, they get disheartened.
In other words, when management is not able to meet the expectations of their old and experienced employees, they leave the job. So, exit interviews conducted on such departing employees should be utilized to obtain all the useful knowledge and information for their successor or replacements. Thus, a properly planned and organized exit interview helps to attain all the needed information for the proper functioning of the organization iosemus.
Exit interview has numerous benefits on an organization. Therefore, every organization must include an exit interview as a part of its management policy.
Unbiased and successful exit interview
- Help to support and improve the HR practices of the organization
- Helps in better management of the employees
- Helps to improve the quality of its employee and hence their work practices
- Helps to provide an opportunity to retain the employees
- It helps to remove the indifference developed between the management and the departing employees. This, in turn, helps in building a positive image of the organization.
- Helps in improving the recruitment and induction process
- The results and analysis of the data and information gathered during an exit interview helps in building and implementing an efficient training process