At one point or another, employees leave their companies for greener pastures or other reasons. At this point, performing an exit interview can significantly value the company losing the employee. The people in charge of the company can use the form to determine the reasons for the employee’s departure and any positive or negative experiences of note during the employee’s time at the company.
With the help of Employee Exit Interview Forms, your HR department can standardize exit interviews and gather actionable data, your company can use to improve employee satisfaction and minimize turnover.
An Employee Exit Interview Form is a template containing all relevant aspects of an employee’s departure. It is used during an exit interview to retrieve an understanding of why an employee chose to terminate their employment at a company.
Said company can aggregate the data in Employee Exit Interview Forms to identify any positive and negative patterns concerning human resources and more to improve upon. There is no standard form, nor is it required by law, which only means a company can adapt the form to their specific needs.
There is not another commonly used name for an Employee Exit Interview Form.
Employee Exit Interview Forms can be highly beneficial to any company, especially those with many employees. The same is true for companies beset with high employee turnovers, which may interest them to identify potential areas of improvement with Employee Exit Interview Forms.
Paired with employee satisfaction surveys, Employee Exit Interview Forms can be a trove of information your company can use to improve performance. A well-drafted form is more likely to elicit honest feedback you can use to retain more employees.
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Even though you can create your own Employee Exit Interview Form, it is best to go with a tried-and-true template. You can adapt it to your needs without missing any critical elements.
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Some of the useful details include:
Employee details: Personal information about the employee
Current position: The last position held by the employee before leaving
Start date: Date when the employee joined the organization
End date: Date of employment termination
Division: The company department to which the employee belonged
Supervisor details: Name and position of the employee’s direct supervisor
Interview details: Name of the HR professional conducting the interview
Working conditions: The settings where the employee performed their job
Fairness of workload: An employee’s subjective assessment of how fairly the workload was distributed
Employee benefits: Material or immaterial compensation extraneous to the regular pay
Abolition: Elimination of a position for just or sufficient reasons
Advancement opportunities: The upward mobility of an employee within an organization
Code of Conduct: A set of rules and responsibilities that outline appropriate behavior within an organization
There is not a law in the United States, directly regulating exit interviews. It is recommended to have the interviewer, employee, and direct supervisor sign the form. If nothing else, it may ensure all relevant parties are aware of the feedback.
Once an Employee Exit Interview Form is completed, and the interview is over, assess the answers and discuss them with upper management and HR. It’s best to have a system in place to collect and aggregate all data gleaned on these forms for a comprehensive overview of the feedback obtained from all former employees.
If you notice any recurring pattern in the feedback, whether negative or positive, it is worth addressing or promoting it as appropriate. It may help you retain more employees and increase their satisfaction.
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