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31511230/0503 © Business & Legal Reports, Inc.
BLR’s Human Resources Training Presentations
Exit Interviews
31511230/0503 © Business & Legal Reports, Inc.
Goals
Understand the value of conducting exit interviews
Know what to cover in the interviewBe able to guide the interview skillfully to
convey and obtain the necessary information
31511230/0503 © Business & Legal Reports, Inc.
Four Basic Elements of an Exit Interview
Formal, face-to-face meeting
Discussion of reason for separation
Explanation of important information related to separation
Exploration of employee perceptions and attitudes
31511230/0503 © Business & Legal Reports, Inc.
Who Should Conduct Exit Interviews?
HR representative Department head Employee’s supervisor Supervisor and
HR representative
31511230/0503 © Business & Legal Reports, Inc.
Benefits to the Employer
Warn of possible legal action
Provide insight into problems
Highlight competitive position
Obtain suggestions for improvement
31511230/0503 © Business & Legal Reports, Inc.
Benefits to Departing Employees
Employee feelings about separation Discussion of key issues Opportunity to ask questions Provide closure
31511230/0503 © Business & Legal Reports, Inc.
Standard Interview Format
Location Timing Reasons for separation Interviewer’s checklistEmployee’s questions Employee questionnaire
31511230/0503 © Business & Legal Reports, Inc.
Obtaining and Using Information from Exit Interviews
Try to gain honest, specific information Ask about a range of issues Investigate charges that could lead to
lawsuits Follow up on specific problems Emphasize areas that are rated highly
31511230/0503 © Business & Legal Reports, Inc.
Exit Interview Tips and Tactics
Try to put employee at ease
Be honest without being harsh
Be careful about what you say
Don’t forget to listen
31511230/0503 © Business & Legal Reports, Inc.
Exit Interview Tips and Tactics (cont.)
Demonstrate interest in the employee’s views
Keep interview on track Refuse to be “baited” Get back company property End the interview with
an expression of goodwill
31511230/0503 © Business & Legal Reports, Inc.
Exit Interviews with Employees Who Leave Voluntarily
Focus on why the employee is leaving
Find out what might have induced the employee to stay
Discuss positive and negative aspects of job and company
31511230/0503 © Business & Legal Reports, Inc.
Exit Interviews with Employees Who Leave Voluntarily (cont.)
Ask them to compare compensation package with new job
Explain procedural issues Ask for suggestions for changes
and improvements Answer any final questions
31511230/0503 © Business & Legal Reports, Inc.
Exit Interviews with Laid-off Employees: What to Say
Explain reason for lay off Emphasize that layoff is permanent Explain terms and conditions of layoff Give employee opportunity to ask questions Ask him or her to remove personal
belongings and return company propertyEnd on a positive note
31511230/0503 © Business & Legal Reports, Inc.
Exit Interviews with Laid-off Employees: Do’s and Don’ts
Do’s Don’ts
31511230/0503 © Business & Legal Reports, Inc.
Exit Interviews with Laid-off Employees
Fielding Employee Questions Why am I being let go? Was my performance to blame? Can I be considered for other openings? What about future openings? Will you provide a reference?
31511230/0503 © Business & Legal Reports, Inc.
Exit Interviews with Employees Who Have Been Fired
Clearly explain reason for dismissal
Treat employees respectfully
Avoid inflammatory remarks
Let the employee express feelings
31511230/0503 © Business & Legal Reports, Inc.
Exit Interviews with Employees Who Have Been Fired (cont.)
Avoid arguments Stick to the point Make sure employee
understands decision is final
Have a colleague sit in on difficult interviews
31511230/0503 © Business & Legal Reports, Inc.
Exit Interviewer’s Checklist
Positive aspects of job and company?
Negative aspects of job and company?
Working conditions? Pay and benefits? Overall rating?
31511230/0503 © Business & Legal Reports, Inc.
Exit Interviewer’s Checklist (cont.)
Job training? Additional training? Growth opportunities? Performance reviews? Support and feedback?
31511230/0503 © Business & Legal Reports, Inc.
Exit Interviewer’s Checklist (cont.)
Skills and abilities? Suggestions? Recognition? Recommendation? Ideas for improvement?
31511230/0503 © Business & Legal Reports, Inc.
Employee Exit Interview Questionnaire
Orientation useful? Policies and benefits
fully explained? Job duties
clearly explained? Co-workers cooperative? Instructions useful and understandable? Regular, helpful performance reviews?
31511230/0503 © Business & Legal Reports, Inc.
Employee Exit Interview Questionnaire (cont.)
Positive and corrective feedback? Supervisor accessible and approachable? Treated fairly by supervisor? Treated respectfully by all in organization? Pay and raises fair? Satisfied with benefits package?
31511230/0503 © Business & Legal Reports, Inc.
Employee Exit Interview Questionnaire (cont.)
Workplace safe? Workplace clean and sanitary? Tools and equipment adequate? Enough information? Good use of skills, knowledge, and
abilities? Effective and useful training?
31511230/0503 © Business & Legal Reports, Inc.
Employee Exit Interview Questionnaire (cont.)
Adequate opportunities for advancement?
Workload about right? Contributions valued? Feelings about job? Recommend company? Suggestions for
improvement?
31511230/0503 © Business & Legal Reports, Inc.
Goals
Understand the value of conducting exit interviews
Know what to cover in the interview Be able to guide the interview skillfully
to convey and obtain the necessary information
31511230/0503 © Business & Legal Reports, Inc.
Quiz
1. Identify three ways exit interviews can benefit an employer.
2. Conducting an exit interview with an employee who has been fired is usually not helpful, since the employee is likely to be too angry to provide useful information. True or False
3. Human resources professionals are often best able to conduct a candid exit interview.
True or False4. How can you end an exit interview with an expression
of goodwill?
31511230/0503 © Business & Legal Reports, Inc.
Quiz (cont.)
5. A well-conducted exit interview can anticipate potential legal problems. True or False
6. To protect the feelings of an employee who has been terminated, it is best to “sugarcoat” the real reason for the discharge. True or False
7. Identify three issues that should be covered in an exit interview with an employee who quits to take another job.
8. When talking to employees who are being laid off, you should tell them how sorry you are and explain that it is not your fault. True or False
31511230/0503 © Business & Legal Reports, Inc.
Quiz (cont.)
9. Identify three strategies for handling exit interviews with employees who have been fired.
10. What might you say to a laid-off employee who asks in the interview, “Why me?”
31511230/0503 © Business & Legal Reports, Inc.
Quiz Answers
1. Exit interviews warn employers of possible lawsuits, provide insight into organizational problems, highlight competitive position, and obtain suggestions for improvement.
2. False. A skillful interview can identify legitimate problems in the organization that may relate to the reason for the dismissal.
3. True. They can often be more objective and are usually more knowledgeable about legal issues and termination procedures.
31511230/0503 © Business & Legal Reports, Inc.
Quiz Answers (cont.)
4. Tell employees that you appreciate their candor and that their comments will be given serious consideration.
5. True. The interview may reveal an employee’s intention to sue the company.
6. False. Tell the truth, clearly and simply, but try not to be harsh about it.
31511230/0503 © Business & Legal Reports, Inc.
Quiz Answers (cont.)
7. When an employee quits to take another job, the interviewer should focus on why the employee is leaving, find out what might have induced the employee to stay, discuss positive and negative aspects of the job and the company, get a comparison of compensation packages, explain procedural issues, ask for suggestions for improvements, and answer any questions.
8. False. Help the employees retain self-respect. Express confidence in their ability to get a new job. And never discuss issues of fault.
31511230/0503 © Business & Legal Reports, Inc.
Quiz Answers (cont.)
9. When interviewing employees who have been fired, you should clearly explain the reason for dismissal, treat the employee respectfully, avoid inflammatory remarks, let the employee express feelings, avoid arguments, stick to the point, make sure the employee understands the decision is final, and have a colleague sit in on particularly difficult interviews.
31511230/0503 © Business & Legal Reports, Inc.
Quiz Answers (cont.)
10. You might say something like, “Obviously this was a difficult decision for us to make. We took into consideration many factors, including your overall skills, skills that will be needed in the future, current and past job performance, and time with the company. After carefully weighing many factors, we made our decision.”