Exit interviews are not complicated, but there are best practices that make them far more useful. This 60-minute exit interview webinar gives HR the tools to start a program or improve the one already in place, as quickly as possible.
You'll learn seven steps for implementing a program, the value of a listening culture, and how the employee's and employer's perspectives differ. The session compares face-to-face, phone, questionnaire and consultant interviews, covers who should conduct interviews and when, and explains the value of second interviews.
You'll also get guidance on putting employees at ease, handling involuntary terminations, confidentiality, documentation for legal protection, and analyzing and acting on the results.
WHY SHOULD YOU ATTEND?
When a valued employee resigns, their skills and knowledge leave too, along with insight into how to keep people like them. Exit interviews capture information only departing employees can give, and that information can cut turnover, raise retention, lift satisfaction and engagement, and improve business systems and quality.
This session suits HR directors and generalists, interviewers, business owners, senior leaders, managers, supervisors and anyone building a listening culture.
AREA COVERED
- Seven steps for implementing an exit interview program
- The value of developing a listening culture
- 13 reasons for implementing exit interviews
- The employee's perspective versus the employer's perspective
- Pros and cons of face-to-face, phone, questionnaire and consultant interviews
- Who should conduct interviews and when to hold them
- The value of second interviews
LEARNING OBJECTIVES
- Make departing employees comfortable and draw out honest answers
- Administer exit questionnaires effectively
- Handle exit interviews for involuntary terminations
- Judge when offering confidentiality can cause problems
- Apply 15+ considerations and effective listening in the interview itself
- Document interviews for legal protection
- Analyze and report exit interview information
- Act on findings to get the most out of your interviews
WHO WILL BENEFIT?
- HR directors
- Business owners and senior leaders
- HR generalists and interviewers
- Directors, managers, and supervisors
- Anyone wanting to develop a listening culture
When a valued employee resigns, their skills and knowledge leave too, along with insight into how to keep people like them. Exit interviews capture information only departing employees can give, and that information can cut turnover, raise retention, lift satisfaction and engagement, and improve business systems and quality.
This session suits HR directors and generalists, interviewers, business owners, senior leaders, managers, supervisors and anyone building a listening culture.
- Seven steps for implementing an exit interview program
- The value of developing a listening culture
- 13 reasons for implementing exit interviews
- The employee's perspective versus the employer's perspective
- Pros and cons of face-to-face, phone, questionnaire and consultant interviews
- Who should conduct interviews and when to hold them
- The value of second interviews
- Make departing employees comfortable and draw out honest answers
- Administer exit questionnaires effectively
- Handle exit interviews for involuntary terminations
- Judge when offering confidentiality can cause problems
- Apply 15+ considerations and effective listening in the interview itself
- Document interviews for legal protection
- Analyze and report exit interview information
- Act on findings to get the most out of your interviews
- HR directors
- Business owners and senior leaders
- HR generalists and interviewers
- Directors, managers, and supervisors
- Anyone wanting to develop a listening culture