------------------------------------

TrainRocket.com helps you document every process and policy in your business so you can onboard, train, and scale faster.

Get started with TrainRocket.com for FREE!

------------------------------------

It’s inevitable that you will at one time or another leave your job. The reasons are your own and the Human Resources department may want to know why through an exit interview. This interview is a survey which provides feedback on the reasons for the employee’s departure, what the employee liked about his employment, and so on. When conducting this interview, it’s highly beneficial to use an exit interview template.

The purpose of an exit interview is to help gather insights the company can use the next time a job opening comes around

An employee leaving the company gives you an opportunity to ask them why they left so you can learn about their job experience and what you need to do in areas where they need to improve. The information on exit interviews will be a rich source of data for enhancing organizational performance.

Your employees will work better and harder if they’re happy and know that their efforts are appreciated. That will help you retain them and prevent them from leaving for greener pastures.

An exit interview document will be a valuable source of information. Use it to improve the company since the contents will be very frank. The employee will give true comments about the company because he has no further responsibilities to it. When interviewed, he can express his honesty and opinions about different aspects of the organization.

Best Exit Interview Forms

There are several ways to conduct exit interviews, which are summarized below

The best way to get detailed information is to ask the person to write down the reasons why they are leaving.

In-person
Most of the time, the employee terminates their own contract with the company. The interview will provide valuable information about their past employment. The company can also clarify what is meant by each of these questions, and ask follow-up questions.

This method also gives the company a chance to consider the current state of your finances. It respects both parties and communicates a sense of urgency. Some companies offer this interview while others do not. Sometimes, the employee will be reluctant to give negative or sensitive information during this kind of interview.

Telephone
An interview conducted by telephone or through voice chat on messengers like Skype, is conducted by telephone or through voice chat on messengers like Skype between the employee and the HR department or a third-party or an outside consultant. It is also possible that the hiring manager or team members will ask you some questions that are related to the company. These questions are some of the best indicators of what you have in common with this company. A good thing about this method is the ease of scheduling the interview.

It’s certainly more cost-effective to outsource your HR needs to an outside company. If conducted in-person, it will be more expensive. If conducted over the phone, some employees will also feel hesitant to share negative or sensitive information.

Paper and pencil
These questions will help you to assess and determine what is the main reason for him leaving and who he would recommend as his replacement. Employees are less reluctant to express their opinions on paper over the web. They won’t want to divulge their thoughts if their ideas put them at risk for being fired. But conventional interview forms have low response rates. On the average, only up to 35% of employees will respond, and such responses can take longer. Furthermore, collecting and analyzing the data from exit interview forms can be difficult and time-consuming.

Exit Interview Questions

Indispensable questions to include in your exit interview template

The people who are leaving your company hold the key to understanding what’s going on there. Occasional interviews with these people are extremely helpful for better decision-making. If you’re thinking about interviewing the employee one-on-one, consider asking these questions:

What made you start searching for new work?
Finding a job that suits your interests and skills, and allows you to advance in your career, is reason enough.

What made you decide to take the new job?
What are the industry’s standards? This question will primarily help in measuring your organization’s performance with other companies.

Did you believe that you were adequately equipped to perform your job?
This is a great question to ask not because you want to hire the person full-time but because it will tell you who is qualified for the job.

Can you describe our company’s culture?
While you’re interviewing your employees, be sure to pay attention to demographic trends in their responses.

Can you give me some specific examples?
What you’re experiencing right now is a very common problem, and the majority of people find themselves in a similar situation at one point or another.

What could we have done to make you stay?
Tell us more about your personal situation.

Did you speak to anyone about your concerns before you decided to leave?
Many employees discuss their situations with others in the company. They share their concerns, and employees in turn help each other, which is part of employee culture.

If you get the chance to make any change in the company or your job, what would that be?
You might have a lot of questions to ask but you must remember that the person is leaving so do think of ways how you can help him feel better about his decision. Furthermore, meritorious promotion will make him feel more comfortable when providing information.

Did you feel satisfied with our management style?
Although it’s natural for people to leave jobs, managers should ask why the employee is leaving. Employees are people with real lives. Staying in one place too long can make them feel stagnant or depressed. As a manager, you should help them by offering new challenges and opportunities for growth.

Did you have any clear objectives and goals?
If you make workers feel like replaceable parts of a machine, they will get depressed and lose focus. Or they will start looking for other opportunities.

How can we improve our programs for training and development?
If you get your employees involved, they will be motivated to stay at your company.

Exit Interview Samples

Effecting an exit interview

As the employee’s manager, I will conduct an exit interview to make sure that he or she is leaving for a good reason. HR can now share the information with the management and other parties based on compilation of feedbacks from several exit interviews. The written feedback does not contain any private details to protect privacy and maintain the process integrity.

Most exit interviews are conducted in person for the simple reason that meaningful, face-to-face conversations can be a lot more productive. Furthermore, if the CEO is unavailable for an interview, or refuses to be interviewed, it’s a perfect opportunity to ask another executive.

It’s important to me to build a trusting relationship with people, and I only want to use the information you provide to improve our workplace. Your goal is to understand. If the employee doesn’t understand, you need to help them understand.

------------------------------------

TrainRocket.com helps you document every process and policy in your business so you can onboard, train, and scale faster.

Get started with TrainRocket.com for FREE!

------------------------------------