The Principles To Be Grasped In Leaving Office Interview

In the process of leaving interviews, people who speak on behalf of enterprises and those who have to leave should listen more and speak less.

Appropriate space and sufficient time should be given to the departing personnel.

When appropriate, the resignation staff should be guided in good faith or dispelled his doubts rather than exerting pressure.

For some things, you should make the necessary explanation and think about and understand what the departing officer said.

Keep calm and resist self defense or refutation.

Remember, your goal is to find out the thoughts, opinions and answers to some questions of the departing staff, rather than preaching or admonition.

Ask more open-ended questions like "what", "how" and "why" instead of using "yes" or "no" to answer closed questions unless you need to confirm a certain point of view.

When you ask "when" and "where" to ask some events under the big background, instead of asking only the specific time or geographical location, they can be more specific questions.

The question of "who" should be used prudently so as not to have any reputation for defamation.

Many resignation staff feel uncomfortable when they are asked to name or accuse someone.

The exit interview is not for "condemning" someone.

Unless it is directed against some very serious complaints or accusations, it is unconstructive to attack by name and should be avoided.

Get ready

Questions and topics, especially those you think are good.

Ability to appreciate and understand.

Record the content of the interview and ask questions according to the exit interview questionnaire.

Obviously,

The style of interviews depends on the reasons for employee turnover (company requirements, retirement, overstaffing, company dismissal) and atmosphere (suspicion, company retention).

However, every person leaving the office should be given an opportunity to interview, and the company can also benefit from it.

Sometimes, exit interviews are also the last chance to change the minds of the departing staff, though this is not the main purpose of the exit interview.

After the interview, we should express our thanks to those who have left office and express our good wishes.

If you need to complete some special inspection items or follow-up work, ensure that it is completed and reported.

After the exit interview, the answers given by the departing staff are objectively considered, and the explicit and implicit meanings are found out.

According to your analysis of the results of the exit interview, take the necessary actions.

If the problem is urgent, or if the departing person wants to stay in the company and the company wants to retain them, take immediate action, otherwise the opportunity will be lost.