Exit Interviews
When people leave, you need to know why - the REAL reasons. Some turnover is normal and some is welcomed. Very few people stay in a job forever. A normal turnover may even be a cost benefit to the organisation because of the influence of new blood and the changes that new people bring.
On the other hand, if turnover is excessive or people leave for the wrong reasons, then there is a problem to be addressed. People will report either being drawn out from the organisation (a pull force), or pushed out.
This program acknowledges and provides a list of customary ‘pull’ and ‘push’ forces to provide adequate background knowledge for delegates. The main purpose of the program, however, is to explore ways to conduct exit interviews so as to obtain high quality and high quantity data.
Who will benefit from Exit Interviews
HR people or others such as executives, managers or supervisors, who are responsible for ‘getting’ and ‘keeping’ people, and want to find out and monitor why people leave.
Outcomes of Exit Interviews
Delegates will better understand:
- significance of people being pushed versus pulled
- why people are cautious or even avoid exit interviews
- where and when to conduct exit interviews
- how to decide who should conduct the interview
- an effective structure for an exit interview
- how to begin such an interview
- how to phrase questions
- the kinds of questions to ask
- how to provide an opportunity for them to have their say
- how to terminate the interview
Content of Exit Interviews
- motivational forces
- why people decide to leave
- their mind state leading up to decision to quit
- their mind state upon deciding to quit
- their mind state upon leaving
- impact of mind state on choices and behaviours
- interview structure - opening, discussing, closing
- asking questions
- listening between the lines
- the hazards of assumptions - yours - theirs
- the dangers of bias - to data quality and quantity, and reporting
- reporting accurately
Duration
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