INTERNATIONAL HUMAN RESOURCE

MANAGEMENT.
PRESENTATION ON: EXIT & STAY INTERVIEW

PRESENTED BY: BHARATH

CG,
2ND YEAR MBA-IB,
UNIVERSITY EVENING
COLLEGE,
MANGALORE.
 CONTENTS
 Understanding Exit & Stay Interviews.
 Reasons & Benefits of Exit & Stay Interview.
 Exit vs Stay Interview
 Conducting Exit & stay Interview.
 Facing Exit & stay Interview.
 Case Study.
 Conclusion.
Employee Life Cycle : ELC
What is an exit interview.
 It is a survey that is conducted with an employee when he or she
leaves the company.
 The information from each survey is used to provide feedback on
why employees are leaving, what they liked about their
employment and what areas of the company need improvement.
 REACTIVE MEASURE
What is Stay interview.
 Stay interviews are conducted to help managers understand
why employees stay and what might cause them to leave.
 Retain your top performers with insights about employee
attrition.
 PROACTIVE MEASURE
Reasons

 Reduce costly turnover and increase staff productivity and employee engagement

 An exit interview is conducted in the separation stage of the employee life cycle
(ELC).
 Job satisfaction
 Reasons for leaving
 Frustrations
 Efficacy of organization policies or procedures.
 The work environment
 The work itself
 The organization culture
 Supervisors and team members
 Compensation and benefits packages
 Benefits
 Understanding the Positive Aspects of Employment.
 constructive feedback that you can use to move the company, employees
and processes forward- POSITIVE
 provide opinions and share what led to employee's decision to leave.
 Employees are more honest during an exit interview.
 organization materials are collected
 administrative processes are fulfilled
 knowledge transfer and handover takes place
 feedback and insights are gathered through exit interviews
 other loose ends are tied
 Exit Vs Stay
 The stay interview is preferable to an exit interview .
 At the exit interview, it’s too late to identify and solve the problems.
 Help your existing employee accomplish the goals they are leaving
you to obtain.
 Stay Interviews Provide Opportunities to Build Trust
 Determine Readiness.
 Survey, Gallop, Interactions, Ru-Baru.
 Employee engagement, Work life balance.
How to Conduct Exit Interview
 How to Conduct Exit Interview

 Plan the meeting.

 Creating a Comfortable Environment.
 Confidentiality.
 What to share and what not.
 What to ask.
 What not to ask: Don’t ask targeted questions about specific people or issues.
  Don’t feed office gossip.
  No personal issues, conversation: professional and work-related.
 Don’t try to convince the employee to change stay with your company
 Have a standard interview format/template.
 How to Face Exit Interview

  Professional, helpful, polite, respectful and constructive feedback.

 Employees should be aware of how they express their feelings: Should not get
emotional & personal.
 Reference for their next positions, 3rd party background check: Eg. KPMG
 How you quit the current company will affect your career!!
 Should you be 100% honest? Be Honest, But Not Bitter.
 Is it compulsory/legal? Accept decline?
 Reasons to quit- plenty, but give only one or two main reasons.
 Suggestion for the one taking your position.
 Don’t offer too little too late.
Case Study
 An international financial services company hired a
midlevel manager to oversee a department of 17 employees.
A year later only eight remained: Four had resigned and five
had transferred.
Following facts are to be considered for analyzing the attrition
rate of the firm.
 The Manager was technically sound.
 The manager had a very good past performance history (He
was hired to a higher position compared to his past position)
 There were no any HR related issues: CTC, Policies,
Benefits etc.
 All of them liked the nature of job they performed.
 There were no personal issues of the employees.
Case Study- Questions

1. WHAT COULD BE THE POSSIBLE REASONS FOR THE

HIGH ATTRITION RATE?
2. WHAT DO YOU SUGGEST THE COMPANY TO DO
INORDER TO THE FIND THE ROOT CAUSE?
3. WHAT MEASURES SHOULD THE FIRM TAKE TO
OVERCOME THE IDENTIFIED ISSUES?
Case Study: Answers
1. It looks like the manger lakhs the managerial skills.
2. The Company should conduct an exit interview for the
employees who resigned.
3. Have employees satisfaction surveys, conduct stay
interviews and employee engagement programs. Review the
appraisal process of the firm.
Case Study
 To understand what led to the exodus, an executive looked
at the exit interviews of the four employees who had
resigned and discovered that they had all told the same
story: The manager lacked critical leadership skills, such as
showing appreciation, engendering commitment, and
communicating vision and strategy.
 More important, the interviews suggested a deeper, systemic
problem: The organization was promoting managers on the
basis of technical rather than managerial skill. The executive
committee adjusted the company’s promotion process
accordingly.
Conclusion

 Shortening and improving effectiveness of the

recruitment process.
 Reducing employee absenteeism and attrition.
 Sustaining or raising organizational performance through
potential.
 Increase employee engagement and alignment.
 Reducing possible litigation issues.
References

 www.themuse.com
 https://www.qualtrics.com
 https://www.shrm.org
 https://www.thebalancecareers.com