Guide to conducting exit Interviews - Dean Amory

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The following questions can be used in face-to-face exit interviews to complement or deepen, on a case-bycase basis, the responses made to the exit interview questionnaire. General What was satisfying during your time in the unit? What was frustrating? What could you have done better or more? What extra responsibility would you have welcomed? Induction Were you inducted adequately for your role(s)? What improvement could be made to the way you were inducted for your role(s)? Training and Development How well do think your training and development needs were assessed and met? What training and development did you find helpful and enjoyable? What training and development would you have liked or needed that you did not receive and what effect would that have had? Performance Evaluation What can you say about the way your performance was measured and the feedback on your performance results? How well do you think the performance and development plan worked for you? How would you have changed the expectations (or absence of) that were placed on you? And why? Communications What can you say about communications in the unit? How could these be improved? What could you say about communications between the unit and other departments and offices? How could these be improved? Working Conditions How would you describe the culture of the unit? What suggestion would you make to improve working conditions? What examples of inefficiencies in business processes and procedures in the unit could you point to? How could the unit reduce stress levels among employees where stress is an issue? Management What can you say about the way you were managed? On a day-to-day basis? On a month-tomonth basis? What things did the unit and its management do to make your job more difficult? What would you say about how you were motivated and how could that have been improved? How could the unit have enabled you to have made better use of your time?
Early retirement interview guide Overview Thank you for agreeing to participate in this “exit interview” project. Many people prefer to know in advance what topics will be covered and the specific questions that will be asked. This “pre-interview copy” of the exit interview guide has been prepared with that aim in mind. I invite you to review the document in advance of our meeting. You might want to simply familiarize yourself with the topics and questions, to get comfortable with the territory we’ll cover. If you like, you might make notes to assist you in recalling certain events or to remember some points you want to include. However, please know that I don’t expect you to prepare anything for our meeting. Just being familiar with the questions, and showing up for the appointment, is fine. The document is organized into the following areas. Factors making the organization attractive: items cover your initial experience here, any changes in perception, times when you felt exceptionally involved, and what you value and will miss most. Exceptional customer service: a core value for the organization. Questions explore times when it has provided exceptional customer service, and how that can be made the norm. Managing change: another critical area for the organization. Questions seek your recollections and insights about the organization’s “greatest hits” in managing change. Your own contributions: what you believe your greatest value has been to the organization; your “legacy.” Disappointments and missed opportunities: a look at times when the organization underperformed or didn’t take advantage of an opportunity, or a chronic aspect that needs to be addressed. This is something of a contrast to the rest of the interview questions, which focus on stories of “highest and best moments.” Even in those instances, however, there are questions about how to make those moments more frequent (which can include addressing constraints and barriers). Three wishes or suggestions for the organization: an opportunity to build on the “disappointments and missed opportunities,” as well as on your recollections of high points. ------------------------------------------------------------- Ground Rule for the Interview: As you already know, the chief ground rule for the interview is confidentiality and privacy. I will probably do quite a lot of note-taking, but my report will only summarize what you and others tell me, without saying “who said what.” (Of course, you are free to discuss the interview with whomever you please.) Thanks again for participating. I am looking forward to our conversation! Ed Jacobson
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Guide to conducting exit Interviews - Dean Amory

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