The Resignation Staff Has The Right To Decide Whether To Attend The Exit Interview.

You can not force him to shift his knowledge except for the documents and materials returned by his employer.

In any case, a positive, constructive and mature approach is to ensure the best effect of the "fixed sea god needle", it can enable the departing staff to happily shift the useful knowledge and customer contact list to the company.

If you hear the manager in the company nagging "no one is irreplaceable", as an excuse for not leaving the staff to ask for important knowledge, this shows that enterprises have to explore all the opportunities that can smoothly pfer jobs.

Therefore, members should be encouraged to explore these opportunities or discover these opportunities in person.

Ideally,

There should be a written policy to explain the way, timing and organizers of the exit interview.

Some enterprises give this responsibility to the experienced personnel of the Ministry of human resources.

In fact, you can also leave the interview by a line manager or even a competent organization.

Persons interviewed on behalf of the enterprise and the severer need to receive general job interview training.

Any interview has its sensitive and emotional side, which requires that one side of the company can manage the interview maturely, especially when the interviewee is anxious or excited.

In large enterprises,

The Department should be responsible for designing the interview process, providing interview guides and documents, collecting data on interview results, and analyzing and reporting problems, trends, opportunities and suggestions, especially when these findings relate to health, safety, or employment law and responsibilities.

If you design a separation questionnaire or exit interview form as a document for analysis, try to turn problems into "scorecard" or multiple choice formats.

Compared with a large number of written views, this will greatly simplify the analysis of the results of interviews.

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It is essential to take action to analyze the results of face-to-face feedback.

Transforming exit interview feedback into action is an important factor in validating and maintaining the importance and effectiveness of the process.

Usually, the HR director has the responsibility to submit these questions to the board of directors or CEO.

Both large and small companies can take two actions: first, remedial and preventive actions (such as improving the safety of employees' health and working environment, etc.), two is strategic improvement (for example, more staff oriented, management training, staff empowerment or team building activities, improvement of processes, improvement of customer service, etc.)