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1. Exit Interview
Ganesh Turerao
MB2053

2. Introduction
• An Exit Interview is a powerful tool that allows
organizations to gain an understanding as to why
people leave .
• Exit Interviews capture ideas for improvement while
promoting positive interaction with departing
employees. Analysis of results and related statistical
reports created from exit interviews provide
opportunities for the organization to develop actions
that can encourage reduction in turnover rates,
improve employee morale, and encourage a possible
future return.

3. Goals
• Discover the employees reason for leaving
• Give positive attention to the departing
employees in order to alleviate possible
frustrations and/or negative attitude toward the
organization
• Allow departing employees to have a voice about
what their work experience was like
• Receive valuable feedback from departing
employees about compensation, working
conditions, management, and the culture of the
organization

4. • Explore areas of the departing employee’s most
serious concerns, and record details of what they
enjoyed most
• Departing employees have an opportunity to
transfer knowledge and experience to a successor
or replacement; may also brief a team on current
projects, issues and contacts
• Chance for departing employees to give
constructive feedback, and to leave on a positive
note, with good relations and mutual respect

5. Confidentiality
• It should be made clear to the departing
employee that the information provided
through the exit interview will be confidential.
Such information will be used in summary
format and shared with supervisors and other
need-to-know individuals in order to address
retention issues, employee morale, and
alleged allegations of illegal practices.

6. types
• Face-to-face, over the
• Telephone
• Using a written questionnaire
• Via the Internet
• In a knowledge-focused exit interview, a face-
to-face interview is needed.

7. Exit Interview Participants
• Employees with a temporary contract,
terminated employees, and employees who are
retiring will also be afforded this opportunity.
• The exit interview is voluntary.
• Preference is for the interview to be conducted
by the HR Manager or designee. The departing
employee should feel that the information they
are sharing will be received in an unbiased
fashion, and be fairly represented.

8. Procedure
• HR receives notice of an employment termination
through the personnel ticket system, submitted
by the supervisor. Supervisor should ask
employee to choose a method in which they
would like to complete the Exit Interview (online
(preferred), paper copy, phone, face to face or
decline exit interview). Within the first week of
receiving this notice, and before the employee’s
last day, HR will contact the employee to arrange
for the survey to be completed.

9. Exit Interview Questionnaire
• Name:
• Gender:
• Nationality:
• Position:
• Level:
• Type of contract:
• Start and Finish Date:

10. What Next?
• What are you going to do?
• If employment, who will be your new
employer?
• If employment, what sort of job and at what
level?
• If employment, what attracted you to your
new job?
• If employment, how will your new job differ
from your current one?

11. About the Unit
• Do you feel the description of your job in the
engagement process was accurate?
• Were the purpose and expected results of your
position clear throughout your work in the unit?
• Could your qualifications, experience, and skills
have been used to better advantage?
• Do you feel you received appropriate support to
enable you to do your job?
• Was the training you received in the unit adequate
to enable you to accomplish your job?

12. • Are there further training opportunities you think
the unit should be offering?
• What did you see as your promotion and career
prospects in the unit?
• How might those prospects have been improved?
• How was your working environment generally?
• Can you list the three most important things that
should be done to make the unit more effective
in terms of influencing decisions in the
organization?
• Signed: Date:

13. Conclusion
• It helps the org. to identify threats into org.
regarding Human Resource.
• It gives statistical data.
• It helps to minimize the wrong perception.

15. Thank you!