When a valued employee resigns, their skills and knowledge leave with them, along with insight into how to keep people like them. This 60-minute exit interview program training shows how to capture that insight before it walks out the door.

Exit interviews provide information only departing employees can give, which you can use to reduce turnover, raise satisfaction and engagement, improve business systems and lift quality. You'll learn seven steps to launch a program, how in-person, phone, questionnaire and consultant-led interviews compare, who should conduct them and when, and how to make employees comfortable enough to answer honestly.

The session also covers documentation, analysis and reporting, and taking action on what you learn.

WHY SHOULD YOU ATTEND?

Exit interviews aren't complicated, but there are best practices for doing them well. This webinar gives you the tools to start a program or improve the one you have, including sample interview questions, a sample exit interview policy and a sample questionnaire.

It suits HR directors and generalists, interviewers, business owners, senior leaders, managers, supervisors and anyone building a listening culture.

AREA COVERED

• Seven steps for implementing a program
• The value of a listening culture
• 13 reasons to implement an exit interview program
• Employee versus employer perspectives
• Pros and cons of face-to-face, phone, questionnaire and consultant interviews
• Who should conduct interviews and when
• The value of second interviews
• Making the employee comfortable and getting honest answers
• Administering questionnaires
• Handling involuntary terminations
• When offering confidentiality can be a problem
• 15+ considerations for conducting the interview
• Keys to effective listening
• Documentation for legal protection
• Analyzing and reporting the information
• Taking action to get the most from interviews
• Toolkit: 179 sample questions in 11 areas, a sample exit interview policy and a sample exit questionnaire

LEARNING OBJECTIVES

• Implement an exit interview program using seven steps
• Choose between face-to-face, phone, questionnaire and consultant interviews
• Decide who should conduct interviews, when, and whether to hold second interviews
• Create conditions for honest answers and listen effectively
• Handle involuntary terminations and confidentiality issues
• Document, analyze and report findings and act on them

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