One of the better parts of being an employer is welcoming a new employee to your business. But, on the flip side is the not-so-fun part of watching or letting an employee go. And when key players choose to leave, it may be in your best interest to hold an exit interview. But, what is an exit interview, and why is it a good idea to have one?
退出面试的基础知识
那么，什么是退出面试，究竟是什么？退出面试是雇主与退出员工之间的谈话。谈话的目标是向员工对公司，员工的主管和员工的工作提出问题。
有时，“谈话”只是员工填补并返回的一些文书工作。退出面试也被称为员工退出调查或退出面试调查。
There are seven steps for exit interviews, including:
- Decide who will host the interview
- 准备必要的文件
- 为员工提供退出调查
- 安排与员工的时间
- Host the interview
- Review the feedback
- 与适当的政党讨论反馈
1. Decide who will host the interview
谁进行退出面试是该过程的重要组成部分。作为雇主，你想出席吗？或者，您是否希望拥有经理或主管监督退出面试？另一种选择是有一个公正的党，例如人力资源代表，与员工坐下来进行面试。
问问自己出境采访的目标是什么。如果您想要公正的审查，请考虑与退出的员工一起坐在HR中。您想向员工发送消息，没有难以感受吗？如果是这样，您可能希望自己坐下员工或让员工的直接主管或经理持有会议。
2.准备必要的文件
在进行退出面试之前，请连续获取文书鸭。一些潜在的文书工作包括：
- 员工的最终薪水，具体取决于您所在的州final paycheck laws
- A copy of the合并综合预算和解法案(COBRA) Notice of Qualifying Event and the Election Form
- 业务与员工之间的任何签署协议（例如，非竞争协议）的副本
- 员工退出调查
Carefully review any state laws regarding paperwork you need to distribute when an employee leaves your business. For example, some states require employers to distribute an employee’s final paycheck on the employee’s last day.
请记住，当员工的就业终止时，您可能需要分发资格赛事的COBRA通知，无论终止是自愿的。您可以在退出面试期间提供副本，或通过电子邮件或邮件发送给员工。
Prepare the documents ahead of time to ensure that you have everything you need to give the employee before they leave.
3.向员工提供退出调查
An exit survey is optional. But, you may choose to have the exiting employee complete a survey to learn additional feedback, like why the employee is leaving or how they felt about their role or the company.
你有几个选择exit survey to consider:
- 在调查中提出不同的问题，而不是在采访中
- 在面试中询问关于调查的同样的问题
- 使用调查来确定您是否要进行退出面试
而且，您可以选择询问问题的不同方式：
- Multiple-choice with options for levels of agreement (e.g., Do Not Agree or Agree)
- 填空
- A combination of multiple-choice and fill in the blank
例如，您可以编写，“我的角色在雇用之前对我有充分解释，”并允许退出员工选择他们不同意，有点同意或完全同意。或者，您可以询问如何改进员工角色的职位描述，并允许员工撰写答案。
您甚至可以决定跳过正式的出口面试，以代替详细的出口调查。
4.与员工安排时间
When an employee gives you notice of their intent to leave, they often have some strings to tie up. This can include clearing out their office, training someone to take over their responsibilities, or passing along projects to coworkers. While the employee completes their final tasks with your business, contact them to nail down a time for a final meeting.
选择一个时间和中立的私人位置，坐在员工上。提前调度让员工清除他们的时间表，以确保他们可以完全关注退出面试。
您可能希望在员工离开之前选择时间。或者，您可能会等到员工叶子之后。确定最适合您和员工的时机。
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5. Host the interview
The employee exit interview is an opportunity to receive feedback on the employee’s role, experience, and the company as a whole. So, exit interview questions may vary depending on the information you want to learn.
Examples of what to ask in an exit interview include:
- 导致你决定离开公司的决定是什么？
- 关于管理层的一些反馈是什么？
- How can the company improve?
- Do you feel that you received adequate, beneficial training and development?
- 你能告诉我一段时间你为你的工作感到骄傲吗？
- How accurately was your job explained to you before you were hired?
- Was the workload reasonable or unreasonable for your position, and why or why not?
Pay careful attention to the answers the employee gives. And, ask if you can share the feedback with the appropriate parties. After all, the exit interview should be a confidential meeting.
6. Review the feedback
After the exit interview, take time to sit and review the information the employee gave. Use the feedback to consider ways you can improve.
员工是否确定了未包含在职位描述中的工作，以便您可以为未来的列表添加？您如何使用这些信息来改善当前员工的培训？有关管理层或公司文化的特定反馈吗？问自己这些类型的问题，以确定您的业务如何改善。
After reviewing the feedback (especially if you did not conduct the interview), it’s time for the final step…
7.与适当的政党讨论反馈
When employees leave your business, you can share the employee’s feedback with management, if the employee gives permission. You can use the feedback to address any concerns the employee had regarding their supervision or management.
And, you may choose to discuss the feedback with your management team to create new practices or change up employee training.
Even if you do not discuss the specifics in the employee exit interview, you may discuss ways to build upon what you learned. For example, an employee may say that they felt they did not train frequently enough. So, you use that feedback to work with management to work in more training opportunities for employees.
This is not intended as legal advice; for more information, please点击这里。
