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exit interviews
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exit interviews
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What is your view on conducting exit interviews with employees who are being fired?
I think condcting an exit interview with employees who resign serves a good purpose, but I sometimes feel like the
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exit interviews
posted at 9/27/1999 8:06 PM EDT
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Posts: 7
First: 8/19/1999 Last: 10/9/2000 |
What is your view on conducting exit interviews with employees who are being fired?
I think condcting an exit interview with employees who resign serves a good purpose, but I sometimes feel like the exit interview with employees who are terminated is a waste of time. Any thoughts?? |
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exit interviews
posted at 9/27/1999 8:58 PM EDT
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Posts: 67
First: 7/20/1999 Last: 6/30/2000 |
I agree - if you were getting terminated how objective would you be about the company/people/managers? Not very . . .
As an aside, I don't do exit interviews at the time of departure - I wait about 60 days, mail a questionnaire with a return, stamped envelope. That way, if someone who voluntarily resigns was a little miffed about something/someone, they have put it in perspective and are more objective about their answers. |
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exit interviews
posted at 9/27/1999 11:35 PM EDT
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Posts: 833
First: 6/11/1999 Last: 8/23/2001 |
I try to judge the value based on why the individual was fired, and the individual circumstances. There are some terminations where the employee knows it was coming and knew there wasn't an alternative, or a termination for attendance, for example, where FMLA did not apply and the position was critical.
As a default, I always plan on giving them, but judge when NOT to, rather than the other way 'round. |
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exit interviews
posted at 9/28/1999 1:31 AM EDT
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Posts: 3
First: 9/1/1999 Last: 9/28/1999 |
We do not do exit interviews on people who are fired. We do face-to-face exit interviews for voluntarily quitting people during the last week of employment (sometimes even on the last day). Some good learning comes from these interviews. I would not wait until weeks after the departure to let the employee "cool off" because by then they will have no motivation to provide info to me, they will prefer to self-censor, their reasons may have faded, details of any satisfaction or dissatisfaction with the company may have been erased from salient recall. I say do it while it is fresh. |
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exit interviews
posted at 9/28/1999 1:46 AM EDT
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Posts: 2
First: 9/28/1999 Last: 9/28/1999 |
We also do exit's on staff who leave voluntarily only. I assure them that they can speak their mind, a copy of the interview will not go in their file. It is much too uncomfortable to conduct an exit when the person is being asked to leave. |
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exit interviews
posted at 9/28/1999 4:52 AM EDT
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Posts: 1
First: 9/28/1999 Last: 9/28/1999 |
We are an Australian consumer goods company currently reviewing our exit interview process. Do you find that you get a good response to questionnaires sent out after departure?
Would you be able to forward me a copy of your questionnaire? My email address is carol.sheahan@au.faulding.com |
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exit interviews
posted at 10/11/1999 10:50 PM EDT
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Posts: 1
First: 10/11/1999 Last: 10/11/1999 |
I conduct exit interviews only with persons leaving voluntarily. I take them to lunch or coffee, interview them taking notes; they can edit notes I send them and then I communicate the content of the interview after they leave...to direct supervisor on up. I have found persons quite frank. Since I am involved when a person is fired, I believe the process gives us the information. An interview, then, from my point of view would exacerbate the situation. |
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