Post by moon125 on Nov 5, 2024 4:49:45 GMT
Dismissal is the same stage of the employee's life cycle as onboarding or development within the company. Therefore, a person's departure should be treated accordingly and not immediately deleted from business processes.
An exit interview is conducted to understand why a specialist is leaving the company, to collect feedback, or to make the dismissal conflict-free. It also helps management understand what can be improved in work processes, working conditions, communication, and other aspects in order to retain current employees and attract new ones.
In this article, we will tell you how to properly prepare for it and what questions to ask so that the former employee remains loyal to your HR brand.
What is an exit interview?
An exit interview is a conversation shopify website design with an employee who has decided to quit. Such a conversation gives managers, HR specialists and team leaders feedback on: working conditions, corporate culture and microclimate in the team.
Let's take Sasha as an example - he was a project manager in the company for 5 years. He communicated with clients every day, kept records, monitored project statuses, calculated every move so that they would not be unprofitable. All 5 years of responsible and stressful work.
Sasha's typical working day
Sasha's typical working day
During this time, thanks to Sasha, the company concluded 6 partnership agreements, found regular clients, and never missed a deadline. But neither the team nor the management recognized his merits. Sasha burned out and could no longer work in such a team.
There were problems in the company's internal processes - there was no feedback culture, no bonuses for exceeding the plan and work achievements. Perhaps if Sasha had been interviewed when he was fired, these mistakes would have been noticed and corrected.
Why do you need an exit interview?
Such a conversation can solve several problems at once. Let's focus on the main ones:
Problem identification. If a person is asked why the company attracts them when they are hired, then when they are fired, they are asked why it no longer attracts them. With the help of interviews, you can find out a number of HR problems: shortcomings in the motivation system, conflicts within the team, and unacceptable working conditions.
Identifying growth points for the company. This point follows from the previous one, as identifying problems is the first step towards solving them. For example, a growth point for a business may be a decrease in team productivity. Perhaps managers need to review the motivation system so that the team becomes more efficient.
What is an exit interview for?
What is an exit interview for?
Preventing a conflictual dismissal. It happens that a person writes a statement "emotionally": something offended him or made him lose his temper at work. Then the right questions will help him understand how well-considered his dismissal was. In addition, he will see concern and a willingness to listen, which can also influence the final decision.
Maintaining the loyalty of a departing employee. The interview will let the former colleague know that you are ready to listen to him and offer solutions to his problems. At the end of the conversation, do not break ties with the departing employee, because the person can still return to the company. To pump up the HR brand, maintain good relations with the specialist. This is necessary so that the employee becomes an ambassador of the brand and recommends it, and does not write bad reviews on the Internet.
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An exit interview is conducted to understand why a specialist is leaving the company, to collect feedback, or to make the dismissal conflict-free. It also helps management understand what can be improved in work processes, working conditions, communication, and other aspects in order to retain current employees and attract new ones.
In this article, we will tell you how to properly prepare for it and what questions to ask so that the former employee remains loyal to your HR brand.
What is an exit interview?
An exit interview is a conversation shopify website design with an employee who has decided to quit. Such a conversation gives managers, HR specialists and team leaders feedback on: working conditions, corporate culture and microclimate in the team.
Let's take Sasha as an example - he was a project manager in the company for 5 years. He communicated with clients every day, kept records, monitored project statuses, calculated every move so that they would not be unprofitable. All 5 years of responsible and stressful work.
Sasha's typical working day
Sasha's typical working day
During this time, thanks to Sasha, the company concluded 6 partnership agreements, found regular clients, and never missed a deadline. But neither the team nor the management recognized his merits. Sasha burned out and could no longer work in such a team.
There were problems in the company's internal processes - there was no feedback culture, no bonuses for exceeding the plan and work achievements. Perhaps if Sasha had been interviewed when he was fired, these mistakes would have been noticed and corrected.
Why do you need an exit interview?
Such a conversation can solve several problems at once. Let's focus on the main ones:
Problem identification. If a person is asked why the company attracts them when they are hired, then when they are fired, they are asked why it no longer attracts them. With the help of interviews, you can find out a number of HR problems: shortcomings in the motivation system, conflicts within the team, and unacceptable working conditions.
Identifying growth points for the company. This point follows from the previous one, as identifying problems is the first step towards solving them. For example, a growth point for a business may be a decrease in team productivity. Perhaps managers need to review the motivation system so that the team becomes more efficient.
What is an exit interview for?
What is an exit interview for?
Preventing a conflictual dismissal. It happens that a person writes a statement "emotionally": something offended him or made him lose his temper at work. Then the right questions will help him understand how well-considered his dismissal was. In addition, he will see concern and a willingness to listen, which can also influence the final decision.
Maintaining the loyalty of a departing employee. The interview will let the former colleague know that you are ready to listen to him and offer solutions to his problems. At the end of the conversation, do not break ties with the departing employee, because the person can still return to the company. To pump up the HR brand, maintain good relations with the specialist. This is necessary so that the employee becomes an ambassador of the brand and recommends it, and does not write bad reviews on the Internet.
survey platform
Find out the opinio