Information is required from leavers to tailor future induction training as well as other HR issues - but how do you make sure that line managers generate exit interviews before the employee departs?
Michael Moore
Menu
Menu
4 Responses
Consistency
Hi
How about having a trigger e.g. an employee gives thier notice in which, for arguements sake is 4 weeks, then two weeks before they leave they have a generic exit interview delivered by the same person (HR rep?) for each leaver. This could work for better honesty in exit interviews because the leaver won’t necessarily know the person interviewing them and would be likely to open up. It sound like you need a consistent process in place as leaving it to individuals usually proves messy!
Hope this helps
Rich
2 Stages
We have a two stage process stafe one where the line manner conducts the exit interview and a second stage where an in depth leaver paper is sent directly to the employee.
Many employees will say things directly to HR which they would not ay to their line manager.
Link to replacement requisition
If you have a sign-off system before replacement staff can be recruited, you could make it a condition that an exit interview report has to accompany that, before sign off will be given.
Peter
exite interviews
In some cases, adding the ‘conduct of exit interviews’ to the manager’s personal appraisal list is the only thing that does the trick