How to do a good job in employee resignation interview in human resources practice

The period from the employee's decision to leave the company to the actual departure is a critical period for enterprises to obtain important information and a large number of customer resources from him.

Most of them are willing to share their knowledge, help their successors, or give advice to the management team as long as the company can treat their resignation in a friendly way (exit interviews can help to do this) and sincerely invite them. This is also a big reason why enterprises need to think about the resignation procedure and organize the resignation interview process reasonably.

The atmosphere of the exit interview

It all depends on the atmosphere when you leave. Usually, especially when salespeople leave their jobs, enterprises and employees will doubt each other and regard each other as a threat. This greatly affects the effectiveness of work handover. This suspicion is not good for both sides and should be eliminated. Ideally, resignees should be encouraged (even rewarded) to attend a short resignation meeting, and all relevant parties (including successors if possible) should attend the meeting to obtain the knowledge they want.

Obviously, the style of exit interview depends on the reasons (company requirements, retirement, overstaffing, company dismissal) and the atmosphere (doubt, whether the company will retain) of employees.

Principles of exit interview

Face-to-face interview is best, which is conducive to communication and understanding between the two sides, and is also conducive to better discovering and fundamentally eliminating sensitive and contradictory emotions. However, if face-to-face exit interview is not possible, it can also be done by mailing a paper or electronic copy of the exit questionnaire.

In the process of resignation interview, the person who interviews the resignee on behalf of the enterprise should listen more and talk less. Resignation should have proper space and enough time. At an appropriate time, we should sincerely guide or dispel the doubts of the resignees, not exert pressure.

Ask more open-ended questions, such as "what", "how" and "why", instead of closed-ended questions that can be answered with "yes" or "no" unless you need to confirm a point.

Resignation process design

In large enterprises, the human resources department should be responsible for designing the interview process, providing interview guides and documents, collecting interview result data, and analyzing and reporting the problems, trends, opportunities and suggestions found, especially when these findings involve issues related to health and safety or employment laws and responsibilities.

When you think that former employees have good work experience, appreciation and understanding. Record the interview content and ask questions according to the exit interview questionnaire.

However, every employee who leaves the company should get an interview opportunity, and enterprises can also benefit from it. Sometimes, the exit interview is also the last chance to change the mind of the resignee, although this is not the main purpose of the exit interview.

Interview feedback analysis

Resignators have the right to decide whether to attend the exit interview, and the company should not force them to attend. If someone refuses to attend the exit interview, they can provide the exit questionnaire, but the other party also has the right to decide whether to accept it or not.

If you designed the exit questionnaire or exit interview form as an analysis document, please try to convert the question into a "scoreable" or multiple-choice format. Compared with a large number of written opinions, this will greatly simplify the analysis of interview results.

Thank you to those who left the company.

After the exit interview, objectively think about the answers given by the resignee, find out the clear and implied meanings, and express good wishes. If you need to complete some special inspection items or follow-up work, please make sure to complete and report.

Take the necessary action

If the problem is urgent, or if employees want to stay in the company and the company really wants to keep them, please take immediate action, otherwise the opportunity will be lost.

You can't force an employee to transfer his knowledge except the documents and materials that the employer can justly ask the employee to return. In any case, a positive, constructive and mature method is to ensure the best effect of "anchoring the sea", which can make the resigned person happily transfer the useful knowledge of the company and the customer contact list.

It is very important to take action according to the feedback analysis results of the exit interview. Turning the feedback from exit interview into action is an important factor to verify and maintain the importance of the process and the implementation effect. Usually, it is the responsibility of the human resources director to submit these questions to the company's board of directors or CEO.

Both large and small companies can take two actions: first, remedial and preventive actions (such as improving the safety factor of employees' health and working environment, etc.). ), second, strategic improvement (such as being more employee-oriented, conducting management training, empowering employees or carrying out team building activities, improving processes, improving customer service, etc.). ).