Exit Interview Is A Must-have-www.274300.cn

Business Exit interview in itself is a tool that helps in tapping the dissatisfactions and observations of separating employees. When conducted at a large scale, it helps in understanding not only the reasons which forced employees to exit the organisation but also the customer grievances, opinions about organisational mechanisms, operational bottlenecks and so on. Basically, exit interviews are a great tool to know what is on employees’ mind on any issue. However, it is easier said than done. Exit interviews are effective when the exit interviewer takes few cautious steps. Firstly, the exit interviewer has to be in touch with the candidate and needs to record feedback at different stages. The various stages perfect for conducting exit interviews are during his last working days, just after the exit, or after a cooling-off period. Cool off period basically refers to the time spent by the exited employee away from the .pany before the exit interview is conducted. It is believed to make the ex-employee provide rational and unbiased responses to the questions that could otherwise attract responses .ing out of overwhelming feelings towards the organisational policies and mechanisms. Other step which can be taken by the interviewer to make the exit interview effective are ask the right questions, and to record responses in an unbiased manner. An exit interviewer can use the means of email and call to get in touch with the exiting employee at different points of time. To go back to the basics, there are three main reasons behind conducting exit interviews. It .es into play when an organisation needs to improve the morale of its workforce, or when an organisation wants to enhance the employee engagement in the workplace and bring a positive change. It also helps the .pany in getting a better understanding as to why your employee look for more and better job opportunities. Many .panies turn to third party agencies that could carry out the process on their behalf and give the desired results. Additionally, it has been found that more that 60% of the respondents find themselves more .fortable sharing their reason fro exit with a third party. Also, almost 50% responses given to the organisation differs from the ones given to a neutral party, which again indicates towards the .fort level between a third party interviewer and the exit employee. Thirdly, about 30% of the employees who stated no particular reason behind their exit have actually revealed the real reasons to an external interviewer. About the Author: 相关的主题文章: