Exit Interview Form for Manager
What this document covers
The Exit Interview Form for Manager is a formal document used by employers to record their impressions and assessments of an employee who is leaving the company. This form captures essential information about the employee's reasons for leaving, their experience within the company, and any feedback they might have regarding their position or management. Unlike other employment forms, this document specifically focuses on the managerial perspective of an employee's departure, which can provide valuable insights for the organization.
Main sections of this form
- Employee information: Name, job title, and department.
- Employment dates: Duration of employment including start and end dates.
- Reason for leaving: Options for resignation, layoff, discharge, or other.
- Feedback on employment: Employeeâs views on salary, job satisfaction, and career progress.
- Manager's signature line: Acknowledgment of the interview completion.
- Additional comments: Space for both manager and employee to add remarks.
Common use cases
This Exit Interview Form for Manager should be used whenever an employee is departing from the company for any reason. It's particularly useful during voluntary resignations or layoffs. By conducting this exit interview, managers can gain insights into employee satisfaction and retention issues, identify areas for improvement, and collect feedback that can help enhance workplace culture and processes.
Intended users of this form
- Managers or supervisors responsible for conducting exit interviews.
- Human Resources personnel involved in employee retention strategies.
- Companies interested in analyzing turnover rates and employee satisfaction.
Steps to complete this form
- Identify the employee and complete the personal information section, including their job title and department.
- Record the starting and ending dates of the employee's employment.
- Select the reason for the employee's departure from the provided options.
- Encourage the employee to express their thoughts on their experience, including salary and job satisfaction.
- Ensure both the manager and the employee sign the form to confirm it's been completed.
- Keep a copy for company records and use feedback for future improvements.
Notarization guidance
In most cases, this form does not require notarization. However, some jurisdictions or signing circumstances might. US Legal Forms offers online notarization powered by Notarize, accessible 24/7 for a quick, remote process.
Mistakes to watch out for
- Failing to provide a thorough explanation of the employee's feedback and suggestions.
- Not documenting the reasons for the employee's departure, leading to lost insights.
- Overlooking signatures from both the employee and manager, which can invalidate the process.
Why use this form online
- Convenience of accessing and filling out the form at any time.
- Editable format allows for adjustments and notes during the exit interview.
- Streamlined storage and retrieval options make record-keeping easier.
Legal use & context
- This form provides documentation of the exit process, which can be crucial in litigation or disputes.
- It helps organizations assess internal issues related to employee retention and satisfaction.
- Employers are legally obligated to maintain records of employee departures for compliance with labor regulations.
- The form is essential for documenting managerial insights during employee exits.
- It aids in identifying patterns in employee turnover and enhancing workplace culture.
- Completing the form thoroughly can lead to actionable insights for management.
Form popularity
FAQ
Why are you leaving? What were the best and worst parts of your job? How happy were you with things like salary, benefits, perks, time off, the office environment, etc? How do you feel about your managers or supervisors? How do you feel about the support/training/feedback you received?
This place is 'going downhill/a sinking ship/lost without me So-and-so was mean to me/did something bad/hates it here, too SHOW ME THE MONEY! @%! Never, ever again. You could have made me stay, you know. Nobody likes working here.
Choose your interview format. Giving your departing employees a questionnaire to fill out could be less time-consuming and help avoid some uncomfortable discussions. Choose your interviewer. The person who's most familiar with your employee's work is their direct supervisor. Decide what to ask. Decide what not to ask.
Exit interviews, when conducted with care, can provide a flow of thoughtful feedback and insight on all three fronts. They can increase employee engagement and retention by revealing what works or doesn't work inside the organization.
Why are you leaving? What were the best and worst parts of your job? How happy were you with things like salary, benefits, perks, time off, the office environment, etc? How do you feel about your managers or supervisors? How do you feel about the support/training/feedback you received?
Typical exit interview questions include why you are leaving, why you decided to accept a new position, your likes and dislikes in the office, whether you would change anything about the company, whether you would recommend the company to others, and what suggestions you might have for improvement.
Do take the interview seriously. When attending this interview, you are still part of that organization. Do give constructive feedback. Do write notes before. Do remain professional at all times. Do say thank you.
Understand why people leave your organization. Increase managers' accountability for employee retention. Collect actionable data for increasing retention and organizational effectiveness. Identify and monitor any illegal or unethical practices. Promote goodwill in the workforce.
