Exit Interviews & Critical Resource Engagement
An exit interview is typically a meeting between at least one representative from a company's human resources (HR) department and a departing employee. The HR preventative asks the employee questions while taking notes and also asks the employee to complete a questionnaire.
The findings of the interview are kept confidential and the departing employee is kept anonymous
Benefits of an Exit Interview
* They provide an opportunity to 'make peace' with disgruntled employees, who might otherwise leave with vengeful intentions. Thus helping the employers avoid costly litigation
* Exit interviews are seen by existing employees as a sign of positive culture. They are regarded as caring and compassionate - a sign that the organization is big enough to expose itself to criticism.
* Exit interviews accelerate participating managers' understanding and experience of managing people and organizations. Hearing and handling feedback is a powerful development process.
* Exit interviews help to support an organization's proper HR practices. They are seen as positive and necessary for quality and effective people- management by most professional institutes and accrediting bodies concerned with quality management of people, organizations and service.
* The results and analysis of exit interviews provide relevant and useful data directly into training needs analysis and training planning processes.
* Exit interviews provide valuable information as to how to improve recruitment and induction of new employees.
Exit interviews provide direct indications as to how to improve staff retention.
* Sometimes an exit interview provides the chance to retain a valuable employee who would otherwise have left (organizations often accept resignations far too readily without discussion or testing the firmness of feeling - the exit interview provides a final safety net).
* A significant proportion of employee leavers will be people that the organization is actually very sorry to leave (despite the post-rationalization and sour grapes reactions of many senior executives to the departure of their best people). The exit interview therefore provides an excellent source of comment and opportunity relating to management succession planning. Good people leave often because they are denied opportunity to grow and advance. Wherever this is happening organizations need to know about it and respond accordingly.
* Every organization has at any point in time several good people on the verge of leaving because they are not given the opportunity to grow and develop, at the same time, ironically, that most of the management and executives are overworked and stretched, some to the point of leaving too. Doesn't it therefore make good sense to raise the importance of marrying these two situations to provide advantage both ways - ie., facilitate greater delegation of responsibility to those who want it? Exit interviews are an excellent catalyst for identifying specific mistakes and improvement opportunities in this vital area of management development and succession.
* Exit interviews, and a properly organized, positive exit process also greatly improve the chances of successfully obtaining and transferring useful knowledge, contacts, insights, tips and experience, from the departing employee to all those needing to know it, especially successors and replacements. Most leavers are happy to help if you have the courage and decency to ask and provide a suitable method for the knowledge transfer, be it a briefing meeting, a one-to-one meeting between the replacement and the leaver, or during the exit interview itself
Critical Resource Engagement
We at Natco Solutions understands that every employee hired and trained on job, costs a lot to the organization even before he starts producing results. The best way to reduce these costs is by re-hiring the alumni, as he already understands the organization and its work systems.
Natco continuously engages the Critical Resources (as indentified by the client organization) on the various achievements and updates of his previous employer. This helps in keeping the bond with the organization alive and if the person (Critical Resources) is excited or happy of the new advancements of his previous employer and wishes to re-join, all he has to do is revert on the same communication line (e-mail / phone call) and he will be put right to the hiring manager. From there the client organization can take the process further.
For further details, kindly mail us at info@natcosolutions.com |
