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Giving New Definition To Your Business Exit Interviews: Workforce Optimization Strategy Driving Reduced Employee Turnover, Enhanced Workforce Retention & HR Productivity HR Outsourcing Solutions Dissatisfaction with job contents, persistent conflicts with seniors, political infighting and workplace stress are all the reasons leading to high (rampant) employee turnover rate and dampened workforce effectiveness, thus inflicting serious damage on the core competencies of a company. This naturally warrants quick investigation on the matters to deduce all the core factors inducing the ugly employee turnover. Corrective measures like exit interviews, therefore, are the very effective answers of downsizing the unsavory workforce turnover rate. © 2014 Acelerar. All rights reserved. All brand names and trademarks belong to their respective owners.

Exit Interviews: Workforce Optimization Strategy Driving Reduced Employee Turnover, Enhanced Workforce Retention & HR Productivity

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Dissatisfaction with job contents, persistent conflicts with seniors, political infighting and workplace stress are all the reasons leading to high (rampant) employee turnover rate and dampened workforce eeffectiveness, thus inflicting serious damage on the core competencies of a company. This naturally warrants quick investigation on the matters to deduce all the core factors inducing the ugly employee turnover.

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Page 1: Exit Interviews: Workforce Optimization Strategy Driving Reduced Employee Turnover, Enhanced Workforce Retention & HR Productivity

Giving New De�nitionTo Your Business

Exit Interviews:Workforce Optimization Strategy Driving Reduced Employee Turnover, Enhanced Workforce Retention & HR Productivity

HR Outsourcing Solutions

Dissatisfaction with job contents, persistent con�icts with seniors, political in�ghting and workplace stress are all the reasons leading to high (rampant) employee turnover rate and dampened workforce e�ectiveness, thus in�icting serious damage on the core competencies of a company. This naturally warrants quick investigation on the matters to deduce all the core factors inducing the ugly employee turnover.

Corrective measures like exit interviews, therefore, are the very e�ective answers of downsizing the unsavory workforce turnover rate.

© 2014 Acelerar. All rights reserved. All brand names and trademarks belong to their respective owners.

Page 2: Exit Interviews: Workforce Optimization Strategy Driving Reduced Employee Turnover, Enhanced Workforce Retention & HR Productivity

What De�nes Exit Interview?

An exit interview basically outlines core issues leading increased turnover rate within an organization. Seeing that employees carry an immense contribution to elevate the business growth of their employers, their unexplained departure, leaves many questions unanswered. Also, it lays the groundwork for alarming talent de�ciency rate for the organizations.

Eventually, the slow-paced growth of the organization followed by alarming turnover ratio materializes. It also asserts the value of exit interview as one of the key strategies for better business growth.

Exit interview is a great workforce - improving method. It involves exerting a realistic e�ort of concluding reasons associated with employee turnover. Therefore, EI has been one of the most integral workforce optimization strategies in most organizations worldwide.

An exit interview deciphers the psychology behindan employer’s decision to leave an organization. In most cases, the increasing cases of leavers associate with their emotions than prudence. However, the impulsive departure has its boundless gravity of loss for any establishment.

Hence, global companies conduct exit interviews to �gure out the reasons that prompt the growth in the number of employee departure. Also, it helps the organizations furnish their team with best talent pool. To be precise, reducing the ugly turnover is the root value of conducting an exit interview.

© 2014 Acelerar. All rights reserved. All brand names and trademarks belong to their respective owners.

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The wit to pacify disturbing issues promptly and e�ciently characteristically de�nes the magnitude of importance of exit interview. In addition, it also lays the foundation for developing strategies essential to curb the unforeseeable turnover reasons in future.

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Page 3: Exit Interviews: Workforce Optimization Strategy Driving Reduced Employee Turnover, Enhanced Workforce Retention & HR Productivity

Why Exit Interview?

(IDS) or Industrial Relations Services found in its survey (in 2000) that more than 80% companies conducted exit interviews with their leaving employees. The similar survey conducted by Robert Half International found that more than 90% of employees in US companies attributed EI to their recognition of the turnover reasons.

Nonetheless, their opinions may not hold the ground much as �ndings of the survey, on more exhaustive research, wouldn’t sound as believable as conveyed.

In other words, the results of exit interview processes are susceptible to disbelief.

The need to carry out an exit interview process transpires upon employers being noti�ed (through resignation letter) about the impending departure of an employee. EI process involves understanding situational case of the departing employee.

The designated interviewer asks a couple of questions to �gure out the perception of the departing employee for his colleagues, remuneration, job pro�les, seniors and workplace culture etc.

© 2014 Acelerar. All rights reserved. All brand names and trademarks belong to their respective owners.

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The �ndings derived out of exit interview processes are mostly ambivalent, which precisely, make such results susceptible to disbelief. This happens in cases when (false) testimony of a departing employee is presumed to be true.

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Page 4: Exit Interviews: Workforce Optimization Strategy Driving Reduced Employee Turnover, Enhanced Workforce Retention & HR Productivity

Exit Interviews: The Stumbling Blocks

The biggest stumbling block of an exit interview as found by numberless researches in the

the fact to make it sound believable. To state otherwise, the departing employees,in contrast to the professed belief of questionnaire, will not reveal the exact reason for leaving due to a number of reasons such as;

• He doesn’t want to antagonize former employer by telling the account of grievances

He is scared to earn the displeasure of former employer, possibly the employer demeans references.

• He doesn’t want to be the bone of contention with colleagues in previous company or he simply doesn’t want to be the reason of their frustration caused by his complaining and the resultant action taken against them in the form of any conceivable disciplinary action.

In conclusion, the exit interviews with the leaving employees who are well prepared in advance and know how to fabricate answers for the questions asked will leave the questionnaire/interviewer into non-conclusive guesswork. This will eventually lay creation of imprecise EI reports.

© 2014 Acelerar. All rights reserved. All brand names and trademarks belong to their respective owners.

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Exit Interviews (EI) with the leaving employees who spin stories for questions asked will leave the interviewer in a non-conclusive guesswork. This will eventually lay creation of erroneous EI reports.

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EI REPORT

Page 5: Exit Interviews: Workforce Optimization Strategy Driving Reduced Employee Turnover, Enhanced Workforce Retention & HR Productivity

Is Exit Interview Reliable?

Of course, it is. Just as there are chances for cocking up the story, there are also fair chances for telling the truth. Possibly the departing employee is compassionate with his / her organization or colleagues, and therefore, wishes to deliver their last contribution to bring about transformational change in the organization by highlighting the problem causing discomfort.But, this kind of sincerity can only be exerted from the leaving employees if they believe that their opinions do have relevancy for the organization.

What is Exit Interview, Personally?

An organization must have the art of taking out the genuine feedbacks from its leaving employee while the leaving employee feels happy on being honorably discharged from the organization.

The �ndings of exit interview are not usually treated as fact as there are no reliable ways to authenticate the narratives of interviewees. These �ndings are presumed to be true, believing (intuitively) that the statements of an interviewee are correct. As said before, most departures are inspired by emotions than prudence of a leaving employee.

In most cases with many organi-zations, the departing employ-ees lied upon being asked to account for their departure. The interviewees answered ques-tionnaires positively throughout the procedures. Later, upon discovery, their employers came to know of their falsehood.

In reality, they received plum jobs, too attractive to turn down. Also, they were afraid of earning the displeasure of their employers. However, their false testimony laid inaccurate reports leading CEOs or employers believe the untrue. Since they lacked the reliable alternative, they had to rely upon the employee’s testimo-nies.

The fact is, the exit interview can’t provide mutually agree-able or bene�cial condition, and a departing employee may be reluctant to provide necessary and detailed information. Also, if it is conducted haphazardly or hurriedly, identifying reasons for the departure would be even more di�cult. Therefore, an exit interview should be conducted by an experienced professional who is trusted by employees and who is skillful in face to face interview setting.

© 2014 Acelerar. All rights reserved. All brand names and trademarks belong to their respective owners.

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Page 6: Exit Interviews: Workforce Optimization Strategy Driving Reduced Employee Turnover, Enhanced Workforce Retention & HR Productivity

Exit Interview:How To Be Handled

The �rst thing, exit interview should not be scheduled at the time of leaving an employee. Since the departing employee is totally unaware of the objective of such interrogation, he may not answer questions properly; maybe he would parry most questions. However, if the same is scheduled in advance with an employee being well aware of the objective of the questioning will enable questionnaire derive many useful information.

Also, the employee must be taken into con�dence that the information shared by him will be kept con�dential and their feedbacks for the employer company will be highly appreciated. If an employee seeks an environment more pleasing and friendly, the interviewer must comply.

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Page 7: Exit Interviews: Workforce Optimization Strategy Driving Reduced Employee Turnover, Enhanced Workforce Retention & HR Productivity

Exit interview: Things to Avoid

The most important thing is every departing employee is guarded when he’s leaving a company. The employee doesn’t want to antagonize former employer and so will avoid quoting criticism, honestly.

He will just fabricate a story in support of his departure rather than telling the truth. This essentially derives few notable things regarding EI:

• Employees must be given time or the interview must be sched-uled in advance so that they have enough time to prepare themselves mentally to answer questions.

• An improvised employee will confusingly or nervously answer the interviewers. This situation must never befall.

• The most crucial part of an exit interview is to get negative feedbacks out of the interviewee. And, this can be facilitated when interview is conducted by an experienced professional who is deft at making interview feel at ease with the EI processes.

• Never let someone with average understanding take face-to-face interview to do this job.

Also, ensure that the interroga-tions are basic and have de�ned objectives to draw out opinion about employment experience, workplace culture and other information from the departing employee.

© 2014 Acelerar. All rights reserved. All brand names and trademarks belong to their respective owners.

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The most crucial part of an exit interview is to get negative feedbacksout of an interviewee. And, this can be facilitated when interview is conducted by an experienced professional who is deft at making interviewee feel at ease throughout the interrogation.

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Page 8: Exit Interviews: Workforce Optimization Strategy Driving Reduced Employee Turnover, Enhanced Workforce Retention & HR Productivity

© 2014 Acelerar. All rights reserved. All brand names and trademarks belong to their respective owners.

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Conclusion:

Given that talent de�ciency due to excessive departures paralyses workforce ecosystem of a company, exit interview, in its entirety, is unavoidable as it enables employers �x issues associated with the ugly workforce turnover rate. EI must be conducted under the observance of an expert interviewee.

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