In Person Vs On paper / Online exit interviews.
It is often observed that the in person exit interviews are more effective, honest and brings out the true feelings and reasons of the leaving employees as compared to the regular monotonous paper/ online exit interviews. Studies have proved that a discrepancy has been noted between the exit interviews of the same employees when done in person and when done on paper/ online. What could be the possible reasons for this discrepancy?
CEO/President, World Economic Development Organization (WeDo).
6yThe pedagogical aspect of this issue must be reviewed vis-à-vis behavioral content
Director Strategic partnership and policy
6yYesterday I was some official Audit in UAE for a French based company where almost 70% employees from India and I was amazed to find that last 2 years recruitment only due to expansion but no terminations or firing. Even third party employees were as happy as own employees, which is very rare in UAE. If we make such culture be sure no difference. In person and paper exit interview. Invest in people - process automatically will be improved.
Learning and Development Manager @ NationsBenefits | ICF-PCC Certified Training Professional, Executive Coach
6yThe difference due to lake of connection
NIFT, MBA (Marketing). Academic Consultant/Advisor/Mentor, Visiting faculty, jury member, external examiner, Curriculum+content developer & approver. Seeking opportunities in Fashion/Apparel/ Business/Higher Education
7ywhen an organisation wants to follow the easy and faster path, they create an online or paper format for the exit interview. This format does not give options for adding other comments or expanding the comments. There is no guarantee that the feedback is read by anyone other than the HR person filing it. when an organisation is truly interested in getting real feedback, they will delegate a person for it and ensure a face to face exit interview.
Spiritual wellness coach, Hypnotherapist, Meta-Therapist, Life coach
7yDear Raginie Singh, Thank you for your thoughts, I have pondered over this many a times myself as I believe most of the Indian companies have still not understood HR beyond policies and alignment with management mandate only. A common practice is to over promise the new employee, hardly any HR shares deliverable along with JD. The employee walks in settles in and post the "honeymoon period" realizes that inspite of all those innumerable inductions, orientations, warming up sessions, skill development and capacity build up training/workshop he or she is not actually a great contributor to the "current scheme of things". He/She decides to exits; NO one leaves if the respect is there and if some one's listening. In Most of the companies management has "My way or exit way" culture and donot look at employee as an important collaborator. Yes, I too believe exit interview should be in person but then how many HR personnel are there who with your kind of approach want to know and change and are willing to listen with complete openness. I guess they can be counted on fingertips :) :) warm regards Jyoti Manral