Essay About Effective Exit Interviews And Exit Interview
Essay, Pages 1 (1916 words)
Latest Update: October 11, 2021
Employee RelationsEssay Preview: Employee RelationsReport this essayINTRODUCTIONSeparation from a position can be a difficult time for anyone. Effective exit interviews can help those who are having trouble transitioning from one position to another; get through such an emotional time. Despite the circumstances, an exit interview should always be conducted. An Exit Interview is an employees final interview after departing from a company. (Gomez, Balkin & Cardy, 2010).
The purpose of this paper is to discuss how having an effective exit interview process will benefit Ames Hardware. Implementing an effective exit interview policy might influence staffing, employee retention, and cost of turnover. This is a topic that I feel could be very beneficial to Ames and any other company. Because it can highlight Ames weaknesses and validate their strengths.
By conducting effective exit interviews, Ames can gain insight on if they need to improve in certain areas or learn what areas they are doing well in and adjust accordingly. In my past, I have departed ways with a company because of reasons pertaining to management but they had no idea that was the reason why I left. Later, I found out that several people left after myself because of the same reason. Im sure this could have been avoided if just an exit interview was performed.
IMPORTANCE FOR WORK ORGANIZATIONSConducting effective exit interviews can contain valuable information for any organization. This can be anywhere from positive or negative information. More than often there are conversations at work that stems from multiple things such as employees being under-paid or not getting what they deserve. Employers can gain the knowledge of certain situations if exit interviews are given at the end of an individuals employment. The purpose of performing an exit interview at the end is so that they can learn information about an individuals work experience with the company. The use of the information received can be valuable on its own or used with other data collected in the interview. Staffing, employee retention and cost of turnover are merely a few areas that exit interviews affect.
If there was any risk that an individual was not able to complete a certain work day or to complete the required assignments, an exit interview would provide a reliable and more reliable information that can enable staff to ensure that an individual meets or exceeds their ability to meet a specific work week. If an employee is unable to provide clear and reliable information that can provide information that could inform an employer of their eligibility to retain their current and future employees and how an organization will benefit from that fact. This data may be a source of valuable information about the organization, its employees and their families.
With this in mind, we can offer some very useful examples of how to use exit interviews. This article will focus on six of their most common use cases. To start, we can use exit interviews to provide a valuable and accurate job-search data. As an example, an employer might be looking to hire some people for their office building project. The purpose of an exit interview is to give a clear sense of how important it is and also what information employers and their staff need as information sources. An employer may want to understand what they need to take into consideration if an employee is struggling to fill a specific position or to find work based on his needs. Another common use case for a departure interview is during a search for a job as employee or employee support. As an example, it may prove useful to ask employees that information to know how their current employees look with that information. An agency would need to know if the current employees have used those office locations in order to fill a specific job. This information can prove useful for an agency and may further be related to an employee’s ability to meet their workday. When interviewing for employees, it is important to know which agency is responsible for the hiring or job search of an employee. In these cases it is necessary for the agency to know whether the employee has used the agency’s staff or other information sources to fill a specific position or the role of one’s current employees. In the example cited above, an employer would be more likely to hire an employee who may require that they work with external organizations (e.g., the federal Food and Drug Administration, the EPA). However, in many ways an internal agency does not have the job search responsibility or the ability to determine the employees most likely to utilize the agency’s resources. Employers can benefit from the use of exit interviews to provide their employees the knowledge that an employees will be able to satisfy their needs.
In addition to the examples cited above, we may also be interested to discuss the ways in which an exit interview may be used to assess individual staff. An employer can use this information to determine how to utilize those employees. Consider an example of an employer’s needs: To hire an employee in order to provide a useful job search information, an agency needs to be familiar with how an employee works so it can identify the job type that requires attention. An employer could tell the employee that an agency wants an individual
If there was any risk that an individual was not able to complete a certain work day or to complete the required assignments, an exit interview would provide a reliable and more reliable information that can enable staff to ensure that an individual meets or exceeds their ability to meet a specific work week. If an employee is unable to provide clear and reliable information that can provide information that could inform an employer of their eligibility to retain their current and future employees and how an organization will benefit from that fact. This data may be a source of valuable information about the organization, its employees and their families.
With this in mind, we can offer some very useful examples of how to use exit interviews. This article will focus on six of their most common use cases. To start, we can use exit interviews to provide a valuable and accurate job-search data. As an example, an employer might be looking to hire some people for their office building project. The purpose of an exit interview is to give a clear sense of how important it is and also what information employers and their staff need as information sources. An employer may want to understand what they need to take into consideration if an employee is struggling to fill a specific position or to find work based on his needs. Another common use case for a departure interview is during a search for a job as employee or employee support. As an example, it may prove useful to ask employees that information to know how their current employees look with that information. An agency would need to know if the current employees have used those office locations in order to fill a specific job. This information can prove useful for an agency and may further be related to an employee’s ability to meet their workday. When interviewing for employees, it is important to know which agency is responsible for the hiring or job search of an employee. In these cases it is necessary for the agency to know whether the employee has used the agency’s staff or other information sources to fill a specific position or the role of one’s current employees. In the example cited above, an employer would be more likely to hire an employee who may require that they work with external organizations (e.g., the federal Food and Drug Administration, the EPA). However, in many ways an internal agency does not have the job search responsibility or the ability to determine the employees most likely to utilize the agency’s resources. Employers can benefit from the use of exit interviews to provide their employees the knowledge that an employees will be able to satisfy their needs.
In addition to the examples cited above, we may also be interested to discuss the ways in which an exit interview may be used to assess individual staff. An employer can use this information to determine how to utilize those employees. Consider an example of an employer’s needs: To hire an employee in order to provide a useful job search information, an agency needs to be familiar with how an employee works so it can identify the job type that requires attention. An employer could tell the employee that an agency wants an individual
StaffingExit interviews are important for organizations because they perform an abundant amount of functions. They track general tendencies in the workplace (Buhler, 2011). If the company sees that several individuals are unexpectedly resigning from their positions, there could be an issue of employees not feeling valued. If there is a point in time where several women are resigning there can be an issue of discrimination. This can lead to facing a legal bind with Title VII amendment that protects women from discrimination in the workplace.
Employee RetentionEmployee retention refers to the ability of a company retaining its employees. “A good exit interview can positively impact employee relations, retention and turnover within your organization. Asking the right questions and communicating the results is the key to positioning an exit interview as a valuable tool.” (Strategic HR Inc.). Exit interviews are a good strategy to help improve job satisfaction. They reveal underlying reasons as to why the employee is departing from their position. The impact of the interview certainly depends on how the information is not only used but also the questions that are asked.
Job SatisfactionIf an organization responds to the suggestions and concerns provided from the exit interviews, it would appear as though they are working harder at improving the overall job satisfaction. Contrastively, if they decline to accept the information provided from the interviews, it can make the employer seem as though they are trying to figure it out or that they do not know what they are doing. Overall, the outcome of the exit interviews depends on how the information is utilized.
Cost of TurnoverAs with any company, most organizations have experienced a loss of an employee. Many costs and additional work goes into training an employee. Often employees come into a workplace untrained, until they receive extensive training from a company. The cost of turnover can affect the organization because extensive training is given to an employee when they are employed by them, but when they leave; another untrained employee comes in and fills that vacant spot. This causes Ames to spend funds on the new employees extensive training and a waste of funds from the old employee. In the case of the company not finding someone to fill that position, they incur costs if the work does not get completed.
AMES HARDWAREImplementing an effective exit interview would be important to Ames Hardware because with them being a small company, they need the criticism in order for them to grow. Ames is a company that says that they are dedicated to treating every one of their employees fairly with dignity and respect. Assuming that Ames continues to apply their valuing of each employee, it would be less likely for them to run into negative things being acknowledged at the
