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Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
Exit Interviews: The Ultimate Guide
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Exit Interviews: The Ultimate Guide

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In today's presentation we are going to continue our series on how to hire and manage employees, with a look at Exit Interviews and how important they are. So lets get started! …

In today's presentation we are going to continue our series on how to hire and manage employees, with a look at Exit Interviews and how important they are. So lets get started!

Check out the helpful links located on our full article on the topic here: http://fitsmallbusiness.com/exit-interviews/

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Transcript

  • 1. Exit interviews the ultimate guide by FitSmallBusiness.com
  • 2. Human resources experts agree that one of the most effective methods for gleaning critical information is the Exit Interview
  • 3. What is an exit interview? An interview or survey administered to employees leaving the company. The employer asks the departing employee about his tenure at the company. What did and didn’t work while doing the job. And why the employee is going to a new position.
  • 4. It can be conducted in person, in writing, or even as a computerbased survey. Whatever form it takes, it must be voluntary.
  • 5. Who should you interview ? It’s important to interview “good” employees (who are leaving voluntarily) as well as employees who’ve been fired.
  • 6. Will it really help your company ? Absolutely. Knowing the reason behind the employee’s move can give management a valuable opportunity to correct policies, alter work culture, and adjust personnel or pay grades.
  • 7. Benefits of interviewing fired employees It gives them an opportunity to express themselves in a no-holds-barred fashion may defuse tension that could lead to issues later on. Also, the information collected, can give you heads up on potential legal issues.
  • 8. Ultimately, a sincere exit interview may help you prevent the individual from trying to turn their still-employed friends against you.
  • 9. Reviewing agreements The exit interview is an opportunity to review any agreements an employee may have signed when coming on board, such as non-disclosure and non-compete agreements.
  • 10. ways to conduct an exit interview
  • 11. Who is the best person to conduct an exit interview? There is some disagreement over the best person to conduct an employee’s exit interview. Some contend such interviews should always be conducted by a neutral third party, preferably an HR professional who rarely interacted with the departing employee. A neutral person can be trusted to take down the employee’s responses in an impartial manner, the departing employee won’t worry about hurting the feelings of bosses or co-workers.
  • 12. Who is the best person to conduct an exit interview? However, small companies don’t have HR departments, so a neutral party may not be realistic. What then? One option is to have the employee’s direct supervisor, or supervisor’s supervisor conduct the exit interview. Another option is to conduct the exit interview via written or computer-based survey form.
  • 13. What method is the best? It depends on the company’s culture and on the specific preferences of the employee in question. If you can’t conduct an in-person session, an electronic or paper exit survey should always be offered as an alternative.
  • 14. One on one is the key In-person exit interview should always be one-on-one affairs. A round table setting is not appropriate for an exit interview.
  • 15. Questions to Ask Naturally, questions will need to be tailored somewhat to the person being interviewed. For example, you wouldn’t ask a poorperforming individual “What is your main reason for leaving?” Here is a short list of suggestions you can use as a springboard for building your own survey.
  • 16. • What is your main reason for leaving? • What are the other reasons for your leaving? • What has been good/enjoyable/ satisfying for you in your time with us? • What has been frustrating/difficult/ upsetting during your time with us?
  • 17. • What made you start looking for another job in the first place? • What message would you give to management upon your departure? • If a friend asked you, would you recommend that they take a job here? • If you could change anything about how the company operates, what would it be?
  • 18. And Finally...
  • 19. To learn how to be a more successful entrepreneur visit us at....
  • 20. (Click The Link Below) www.FitsmallBusiness.com
  • 21. (Click The Link Below) www.FitsmallBusiness.com
  • 22. (Click The Link Below) www.FitsmallBusiness.com

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