The process and procedures of conducting an exit interview

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The purpose of this study is to evaluate the method and protocols for performing an exit interview. There are some steps and best practices to be followed in order to perform an impartial termination interview; the interviewer first informs the employee’s HR and talent management. This note raises a number of concerns about the worker’s drive to the gate. If departure is voluntary, is a voluntary outgoing employee a top talent or a vital role? Does the outgoing employee have any problems with payroll or benefits? Does he or she say there’s an employee relationship issue? And does he or she say there’s a friendship problem with the manager? After collecting all these, the HR will then proceed to the specific departments to seek resolution, conduct the exit interviews and then develops a plan of action as appropriate.
The Exit Interview Process-Analysis and Critique
First interview – exit interview
HR and line manager or supervisor conducting the interview. For the exit interview to achieve its objective it is imperative to involve both the human resources manager and line manager of the departing employee. In some organizations, exit interviews are solely conducted by the line manager. This approach acts as a way of assessing the management style and abilities of top-manager especially if the departing employee has in-depth experience and hence is able to provide more than just a superficial feedback. From the perspective of this interview, the objective was achieved by involving the two parties.
Voluntary participation. Participation in exit interviews by the employee who is leaving the company is voluntary; therefore, one cannot compel a worker to disclose his or her opinion concerning certain processes. (Exit Interviews, 2017). The opening remarks by the interviewer were expressed with utter respect aimed at reassuring the exiting employee that the primary objective of the meeting is to clarify the situation within the organization and optimize working conditions.
Sample exit interview questions. Sample questions are the ones used to obtain useful and practical information; they can be used either in private interviews or in compiled exit questionnaires. The interview began with a light discussion and the employee felt comfortable before he was provided with the questionnaire. The general questions helped the human resources manager to get information concerning both positive and negative aspects of the organization. Moreover, they were rather instrumental in performing better management of the remaining corporate employees.
Interaction between the interviewer and interviewee. The supervisor asked for recommendations in the sphere of enhancement the inner organizational processes and relations between employees. Hence, due to the departing, the employee explained his main reason for leaving the company. He stated that his team was unfairly handled and affected by their proactivity. The employee interjected his supervisor and claimed that he didn’t want to discuss the mentioned issue. In this regard, there was observed a matter of defensiveness by the interviewee concerning the disclosure of specific information to his immediate former supervisor. In turn, the line manager respectfully accepted the employee’s decision.
Second Interview – Early Retirement
When an employee decides to leave the firm of an employer, the latter may be left unprepared and tend to show hostility especially if the mentioned action was not expected (HR4 FREE, 2016). The exit interview, therefore, may contain several issues which are considered to be sensitive to both the administrator and the worker.
During the early retirement interview, the employee was given time to express his reasons behind the decision to retire earlier than it was expected. In a bid to make the person feel comfortable the employer asked if there was any kind of displeasure that contributed to the exit. Asking this question, the interviewer got an ability to accomplish the objective of displaying understanding and providing the freedom for expression of the employee’s feelings.
Analysis of Exit Interview Form
Overall what is your main reason for leaving the organization? This question aims at finding out the major causes of the employee’s exit from the current position.
What forms of recognitions are more meaningful to you? The purpose of the question is to clarify whether the employees feel that there exist specific areas where their efforts are not properly recognized or awarded accordingly.
Overall what has been good or satisfying for you in your time with this organization? By asking this question, the human resources manager wants to know in what spheres the company is excelling and can define as strength.
Overall what would you say are the greatest strengths of the organization? The goal of this question is to find out the most advantageous aspects within the organization that would help keep employees and provide satisfactory working conditions.
How would you describe the culture or feel of the organization? The target of the question is to find out whether employees are pleased with the company’s operation pattern.
When the organization fills the position that you are leaving, what skills and attributes should they be looking for in the hiring process? Based on the experience from working in the certain position, the employee possesses the better awareness of skills needed for efficient performance.
Would you recommend this organization to others as good place to work? The answer to the question may reveal whether the leaving employee is pleased with the organization or not.
Based on the above questions, additional questions are recommended.
Do you have any recommendations regarding our reward and compensation efforts? Asking for employee’s recommendations would be a good way for getting actionable feedback.
If you have decided to leave, are you happy to say where you are going? And what makes you want to join the other firm in particular? Asking to know what the other company is doing differently or more efficiently.
Summary and Conclusion
From the employer’s point of view, the main goal of exit interview is to find out reasons for the person’s leaving. Such approach is based on the fact that critical thinking is a rather instrumental tool for the corporate enhancement (Exit Interviews, 2017) . The information collected can be used by management to better understand the processes, which take place within the organization and might affect future employees’ performance. This report provided a discussion of exit interview’s procedures and best practices. In order to achieve the goal of the questionnaire, the exiting employee should be voluntarily willing to participate in the meeting. The interview mustn’t solely involve the line manager or HR. Instead, both parties should be present to get comprehensive responses built on the line management and the organization at large. Apart from personal interview, the employee is given a questionnaire form to fill in responses which will also be used by the management to align some aspects within the organization. The interaction between the interviewer and the employee must not be very tense and full of sensitive issues; everybody should feel calm and comfortable to express their feelings.
Exit Interviews (2017). Exit interviews and knowledge transfer- tips for employees and employers, sample questions and answers. England: Business Balls.
HR4 FREE. (2016). Retrieved from

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