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Employee exit interview surveys are an important part of HR strategy for monitoring employee retention and satisfaction.

Exit Interview Survey is not a Formality.
Exit interviews reveal a specific learning process of a departing employee and reasons for his exit; attrition patterns and also it prohibits the organizational knowhow leakage through staff turnover and eases the learning curve of new staff.
Employee exit interviews can change the climate of employee expectation from management and could bring huge benefits for parent organization.

Employee Exit Interview Survey Measures:

  • Mismatch between job responsibilities and performance
  • Lacuna in employee job orientation and training
  • Mentoring programs efficacy
  • Working conditions
  • The work environment
  • The organisation culture
  • Career advancement hurdles
  • Skill development issues
  • Supervision and management apathy

  • Workload stress and overtime schedule overburden
  • Salary issues
  • Superior and peer-work group communication clarity
  • Job satisfaction
  • Reasons for leaving
  • Frustrations
  • Efficacy of organisation policies or procedures.
  • The work itself
  • Compensation and benefits packages

How to increase response rates in Exit Interview Survey

Generally, only about one-third of employees leaving an organization complete an exit interview. There are several ways you can try to increase response rates. Employees taking online survey tend to be more frank and likely to provide related experiences. Online Exit Interview services with third party neutrality (Conducted by outsourced HR service firms) are effective for departing employees because now they have their own secure and confidential portal. Employees can complete the exit survey at their own computer.

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