离职面谈：将员工的心永远留在公司

1、离职面谈：将员工的心永远留在公司Exit interview: keep your employees hearts in the company foreverThere are statistics show that at present, most of the companies have a set of relatively stable system of recruitment and selection, but with employee relationship management consciousness and set up an interview recor

2、d system is less than 10%, and can carry on the data processing according to the exit interview record, set up employee damn key elements analysis, cost analysis, and based on the analysis to improve company internal management and the construction of organizational culture is less than 1%. In fact,

3、 in a sense, departing employees is still the companys human resources. So how do you use these human resources to continue to contribute to the company when they are about to leave or have left the company? The departure side of the conversation is critical to the use of the interview information.T

4、he benefits of exit interviews are significantThe Three Kingdoms period, liu bei because startup early chief counsellor cao cao old mother detained by cao cao, submitted his resignation to liu bei, liu bei to retain the eyesight of the fruit, had to make a final exit interview. Interview atmosphere

5、sincere touching, liu bei not only burst into tears, also personally to cao cao horse, gave a lift and a ride, respectively, cao cao was moved to tears, say good-bye after walked several miles, suddenly remind of a crucial thing, the horse quickly turning deliberately to liu bei to recommend the bes

6、t person to succeed him, also is better than zhuge liang more than yourself. This is 美谈 commend by cao cao zhuge, also created a classic case of exit interview, liu bei off an employee, but as he recommended a more excellent successor.Exit interviews are a face-to-face conversation between the compa

7、ny and its employees when the employee is leaving or is leaving the company. The aim is to get information from departing employees so that companies can improve their jobs and maintain good relationships with those who leave. Exit interviews are usually carried out by human resources management. Su

8、ccessful exit interviews can bring both explicit and implicit rewards to the organization:Noil keeps the relationship. Through interview, can not only harmonizing the relationship between the departing employees and the company, also can have the effect of retain core employees, and for companies do

9、nt want to retain employees, also can reduce both hostile consciousness through the exit interview, manifests the enterprise to employees respect and concern, the common style of industry.It prevents bad behavior. Office due to the mentality of most dissatisfied with the company, once the left might

10、 be vilified company image happens, can have great influence to the enterprise image, thus completes the exit interview also can prevent a lot of unfavorable to the companys behavior, at least can relieve complaints to the companys employees or hostile.This is where the truth comes from. Through the

11、 interview can get departing employees feedback, in general, when open communication, a departing employees are likely to view of the company, including on-the-job dare not speak when negative views about. People will go, great honesty and, the parting of the feelings of confide and criticism, is di

12、rect, rare interview data, tend to be the companys lack of the dark side of exposure, even is helpful to company in the future to improve and improve.A noil improves the company image. Through the interview can convey the company attaches importance to the opinions of staff information, no matter fo

13、r internal or external, is positive to the companys points, but also the enterprise attaches great importance to the talent, the spirit of respecting talent by departing employees to other enterprises, set up the image of the enterprise is with the person this, it is a great benefit to enhance enter

14、prise talent attraction.We look forward to future cooperation. Employees leave the company, and do not say that the company has never seen one another. By interviewing, you can send a friendly signal to the departing employee to make him realize that he is still a friend of the company. Most of the

15、time, keep good relationship with employees, may also bring a lot of long-term interests, such as the new customer and market opportunity, talent referral, or even employees back to the company to continue to leave, and so on.The three keys to process managementThe hr department attaches great impor

16、tance to itThe main purpose of the exit interview is to ask the employee to discuss the reasons and ideas of the individuals decision to leave the job, and to consider and conceive of personal development. Understand the employees evaluation of the company, supervisor, and colleagues to further conf

17、irm the real reasons for leaving the company. A benign reminder of the liability for breach of contract, the attachment agreement and the prohibition clause; Focus on the employees exit response; Solve the problem of the employees own attention and provide consultation to eliminate some misunderstan

18、ding of the company.Therefore, the exit interview is a key part of the management of the exit, which should be based on the hr manager in principle, not just an hr specialist. Or at the very least, the manager will be interviewed by the manager. For larger companies, the personnel manager should set

19、 up a full-time staff for leaving management if there is not enough time to protect the personnel manager. Because, first, the staff is ready to leave, the interview process will be less scruple, able to speak freely, the benefit from the heart to tell all of the topics, this is beneficial to the pe

20、rsonnel manager to really understand the management status of the company and employees, thus in retaining employees at the same time, think a better way to improve; Second, the personnel manager personally participates in the interview, which will make the staff feel respected and the employees wil

21、l speak the truth and speak up. While employees truth may not be entirely correct, businesses may not be entirely serious, but there must be some reference value for business management. Third, the personnel manager personally participate in the interview, things the company humanized management, ev

22、en if the intention of employee turnover has not retain, still can pass interview let employees feel good impression to the company, this is also the effective promotion of enterprise culture.Dont talk too muchThe first step in the interview is to look at the timing and location of the interview. Me

23、eting place should have privacy, on the one hand, unnecessary made known to the other employees, on the other hand to avoid being interrupted and interference, good interview environment conducive to let employees freely talk about problems, for example can choose to let a person spirit is loosened,

24、 accompanied by soothing music, space bright cafe, rather than a stressful office every day. This not only prevents conflict behavior, but also does not affect other on-the-job employees. In-depth case according to the talking time can be long or short, pay attention to the interview conversation sk

25、ills, dont just according to the list item by item with questions beforehand, but to actively listen. If you dont have a clear idea, ask for it carefully, and keep silent at the same time, allowing employees to think.In advance to grasp the real reason for leaving, on the basis of understanding the

26、interview object character, capture the interview from a section object state of mind at that time, and it is expected to produce reaction, to select the cutting way of interview, and effectively avoid the interview appears in the process of ice, emotional activation, out of control and leads to can

27、not continue to interview and failure occurs. First interview can help object poured a glass of water, first create a relaxed atmosphere, as a goodwill action discharge position opposite to each other, to establish mutual trust relationship, at the same time, in the process of interview, shall, from

28、 time to time, sense motive, try to stand with the quilt cover 谈者 stand on the same front, focused on listening to the complaints of people or things. When the quilt cover 谈者 defense situation, should care about his feelings in a timely manner, not abruptly intervention, more do not make any promise

29、s, the most important thing is to record interviews focus, facilitate analysis after finishing work. The role of the interviewer should be to listen, to be a listener, to ask questions appropriately; To say less, do good or remedial communication in time, give guidance and help when necessary. If th

30、e departure is holding a grudge against enterprises psychological leave, may be grumbles full belly, to this, the interviewer will try to listen to him, as far as possible, ask the reason of to his dissatisfaction at the same time, so that enterprises can find their own management weaknesses and vul

31、nerabilities, and at the same time to eliminate the misunderstanding as far as possible,Reducing his complaint also reduces an enemy for businesses.When the interview, also should choose the theme of good communication, and as far as possible is directly related to that of the former employee benefi

32、ts, such as the nature of the job in the staff interview should focus on understanding the resignation reason and ideas, whether for personal development, learning and family reasons, or to the enterprise management mode, management style of work, team atmosphere, performance evaluation, current pos

33、ition work content, etc. But no matter how to interview to respect their personality and exit decision for fundamental key, soothing, retain value employees through the exit interview, remind job-hopping employees liability for breach of contract, confidentiality, intellectual property rights, etc.

34、In interview on job-hopping employees, therefore, except to set up a more relaxed interview environment, should focus on more humanistic care to the staff, understanding staff future career development plans, etc. Let the employee to fill in, for example, plans after leaving reason, leave the compan

35、y, the company management Suggestions and opinions, value pursuit, and convey the enterprise to the evaluation of employees, and career development planning advice, if can also told employees can good horse eat grass back, to the companys humanistic care for more radical.It is time to seize the best

36、 opportunityDo the right thing at the right time and have a good interview time to get the desired results. Exit interview to communicate with employees to use two time points, the first is to get information when an employee leaves, because this time many employee turnover intention is not very cle

37、ar, firm, sometimes only migrate due to the stimulation of something, such as timely communication, resolve it impulse, often can make the employees back your decision to resign, not soured that there is no room for manoeuvre; The second point is that when the employee leaves the office, it is easie

38、r to tell the truth.Exit interview for the first time, to offer resignation of employees, employees direct supervisor or colleagues should be immediately after get the information to the department head and hr (human resources department should implement the specialist is responsible for employee re

39、lationship management), is proposed to resign, head of the employee should immediately conduct exit interview, understand the leaving reason, for you would like to retain staff should try to persuade to retain, is not allowed to grasp whether to retain should be feedback to the human resources depar

40、tment in order to jointly research or report, and take corresponding measures.Miss li is a IT company business backbone, because feel has been outstanding, should be a raise, but only after company salary increase time found his payroll, as always, so shell find the manager theory, the manager told

41、his salary has been higher than that of other colleagues, so not consider this salary increase. Miss li felt that this was not a thing of the past, argued with the manager, and offered to resign. The manager miss li resigned after feeling the gravity of the situation, immediately report to in charge

42、 of the vice President, the vice President to find miss li, points out that the manager is not comprehensive, and explain to her the salary increase the proportion of the specific standards and, although politely and then pointed out that miss li worked very hard, but the last two quarters of the as

43、sessment results are B, so cant included in the salary increase staff; Then she suggested some Suggestions for improving her thinking. Listened to in charge of the vice President in justified that miss li had already more than half of the elimination of internal heat, also recognize that the previou

44、s self-awareness is too subjective, to redouble their efforts to prove themselves, also wont bother to resign.The second exit interview should be led by the human resources department. The following employees may be interviewed by the employee relations supervisor or the human resources deputy manag

45、er. Supervisor level above employees (including the director level) by the hr manager or above level, the head of the interview, in principle, speakers should rank slightly higher than for those who leave, at least, etc. The second interview should be skilled in letting the departing employees leave

46、 the contact information voluntarily, so that they can track management and create cooperation opportunities.Improved measures highlight valueAccording to the result of exit interview feedback analysis is very important to take action, because of the interview feedback into action is the ultimate pu

47、rpose of exit interview, but also verify and maintaining the importance and implementation effect of the most important factors in the work process. The follow-up to the exit interview is about three steps:S inspection interview information authenticity can put employees said in the interview, feedb

48、ack to their direct supervisor, also can use their personal basic information, training and evaluation records for verification. For example, according to the inspection record of note that the employee does not have a certain skill, then the root cause of his departure is not suitable for work or t

49、raining, lack of low pay rather than what he said. Also can talk with other employees to verify, for example, leaving reason is the working conditions in the interview, it is necessary to communicate and still work in the post to verify authenticity.Noil extracted information output report monthly,

50、quarterly or annual human resource department should as the unit of time, such as the exit interview information, data, a detailed analysis of the obtained extract key elements lead to employee retention, measure loss cost, integrated into leaving reason analysis of statistics, based on the analysis

51、 summary, comprehensive response the real reason for employee turnover, overall situation of personnel changes, and accordingly puts forward improvement advice company policies, management system, to in charge of the leadership decision-making reference.S take measures to improve the ultimate goal o

52、f exit interview is to reduce the cost changes and reduce employee turnover, improved measures is the real value of exit interview. If, for example, found that most of the staff was impressed with the working conditions and environment, the direct supervisor has no objection, but still leave quit, b

53、ecause the company pay salary cant meet their basic living expenses, improve the level of wages become key at this time. If, for example, many employees are dissatisfied with the appraisal, the employee leaves, the hr department has to review the evaluation index, the weight, the appraisal method et

54、c. If, for example, the employee who should be trained has never been trained to leave the job, it is important to consider the need for training. The author had seen such a case: wang who have just graduated from the school was assigned to do marketing work, but after a few months to isnt intereste

55、d in marketing and make technical grounds like offered to resign. After the human resources manager of exit interview finally learned that wang resigned reason is not the case, the real reason is that wang gang to company, for everything is strange, coupled with the old master told wang did not have

56、 detailed instructions and make them feel work is also very strange, lonely and helpless, this is also the main cause of many new employees leave the company. New employees for entering a strange environment, for the environment is not familiar with, if the company training does not reach the design

57、ated position, its easy to let new employees lose confidence, in order to let the new employee quickly into the company, eliminate the strangeness, the company human resources to build a warm environment for the new employees, and you need to specify the one-on-one guidance to their master. In addit

58、ion, the enterprise must be good at combining with the development of the company situation, the social background, analysis of employees in the enterprise development opportunities, made a beautiful dream for the employees, let them to work toward the dream. Sometimes high pay doesnt always keep on

59、e person over the long term, while a dream, a mission, allows employees to work for a long time. So the company needs to constantly provide the platform for the employees to realize their dreams, improve the mechanism, and keep them growing and loyal to the enterprise.The departure of the employee means that one career is over and another new career is on the way. At this point