Empower Separation Process With Exit Interview

By Author: Naman Vohra
Total Articles: 133
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Is your company experiencing frequent exiting of employees? Have your organization managed to find the reason behind it? Do you know that there can be a set of common reason behind it?

In most cases, high employee attrition cannot be a co-incident. It is only dissatisfaction of some nature that drives employees away from an organization. Dissatisfaction can be on a vast range of personal as well as organizational issues like remote location of the company, insufficient facilities, absence of performance incentives, hectic work schedule, elongated work timings and uncordial relationship with the superiors. Even when within the organization, dissatisfaction can bring negativity in the working environment as well as make the workforce less productive.

In order to tackle this issue, a company needs to start with identifying the problem areas. Exit interviews can provide an effective help to companies in this pursuit. Exit interviews act as a tool to attain a feedback on the corporate processes as well as the reasons of separating from the company. An effective exit interview not only fetches information but ensures ...
... genuineness in the facts presented by the exiting employees.
Prior to conducting exit interview, it is better to determine the right time of doing so. Generally, an employee is at an overwhelmed state during the time of leaving a company, which might cloud the rationality behind such an act. Hence, it is advisable to carry out the process after a ‘cooling off’ period.

As can be seen, exit interviews can consume a major chunk of HR personnel’s time which may not be a feasible idea. More so, when an HR personnel has to juggle with so many tasks, attention to detail might become a challenge for him/her. In order to retain the effectiveness of the tool, it can be better to outsource the process of exit interview to a professional.

A professional touch in the exit interview process can prove beneficial in more ways than one. It can be easier for a professional to build a trusted relation with the exited employee as the chances of confiding in a third party are higher. This makes it easier to access genuine and factual feedback from the former employee. In addition, this enables in conducting an unbiased analysis on the attained facts in a confidential manner. All this reflects in the report that contains the analyzed results which can be help in determining the separation trends, insufficiencies in human resource management as well as lacunas in the corporate processes and the strategy implementation.

~Naman is associated with one of the leading retail background screening company that specializes in Exit Interview Survey