West Virginia Exit Interview Checklist - Voluntary Termination
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How to fill out Exit Interview Checklist - Voluntary Termination?
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FAQ
You should conduct an employee exit interview regardless of whether the employee resigned or was terminated. Even if the employee had no reason to leave, they will likely still be able to come up with some constructive feedback that your team can use.
Exit Interviews should focus on the company, and the information you gather should be helpful, constructive feedback that you can use to move the company, employees and processes forward. These conversations also give employees an opportunity to provide their opinions and share what led to their decision to leave.
If the separation results from an involuntary termination, the exit interview will be the meeting at which the Employee is informed that he or she is being terminated. At that time all of the reasons which figured in the decision to terminate should be communicated to the Employee verbally and in writing.
Although many companies prefer to speak with an employee leaving for voluntary reasons, exit interviews are not required. Unless you sign a contract that specifically states that you will participate in an exit interview, a business cannot require you to complete an interview when you leave.
Exit interviews are not mandatory. Therefore, if you fire an employee and she leaves immediately without giving you a chance to advise her of her rights, you must still fulfill your obligations. In this case, mail all pertinent information including the final paycheck to her last known address.
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.
The exit interview often starts with the question, "Why are you leaving?" Instead, the HR folks should be asking "What made you start looking for another job in the first place?" suggests Sharlyn Lauby, HR Bartender blogger and president of HR consulting firm ITM Group.
Of those, 70.9% had their HR departments handle the process; 19% had the departing employees' direct supervisors do it; 8.9% delegated the job to the direct supervisor's manager; and 1% turned to external consultants. About 8.2% of organizations used more than one interviewer.
Explain the purpose of the exit interview to the leaving employee right at the beginning of the interview. State clearly that you conduct these interviews in order to make positive changes and improve your company culture. Ask for their help and highlight how much you'd value their honesty and constructive feedback.
Here are 10 things you should never say before your exit interview.This place is 'going downhill/a sinking ship/lost without meSo-and-so was mean to me/did something bad/hates it here, tooSHOW ME THE MONEY!@%!Never, ever again.You could have made me stay, you know.Nobody likes working here.More items...
