Recently I met a lot of people who quit their respective organisations and the common complaint across various organisations was that their organisations really made it terrible for them to complete their exit formalities. It took tremendous amount of effort for them to get all the clearances and then a lot of back and forth before the final settlement was done.
I also met a few organisations who want to work on a program to get some of their alumni back to their organisations and some of these organisations were willing to put in quite a lot of time, effort and money into the assignment.
The surprising part was that there was a lot of common names between the first set of companies and the second :-). It made me wonder how would they achieve it if they did not make the parting a happy experience for the employee.
The other thing that I noticed was that when a person quits they refuse to divulge the name of the next organisation they are headed to. I assumed it was probably because people were undecided till I asked a few people as to why would they not want to tell people about where they were going.
I was surprised to find that many feared that either HR or their manager will try and create a problem in their exit to the other company, hence they prefer to divulge the name only after they join.
What I found the most amazing was that all these companies believed in the best practice of conducting Exit Interview. This put one thing in perspective for me. Most times when I tried making some sense of exit interview data for clients, I used to find it difficult to co-relate the same with the on-ground reality.
Now I know, either the people giving the exit interview were plain scared of a bad referral, so they were nice and sugary or plain mad at the organisation for making their exit difficult.
One simple thought hence is that if you want your exit interview data to be of use ensure the exit of an employee is smooth and cordial.
1 comment:
It is my personal experience that employees do not join a company planning to leave a company. Yes, some make plans for a short stint with a company such as 6 months. The Recruitment team should be trained to look for these people as they are basically harmful to the organization rather than adding any benefit to it. They should NOT BE SELECTED in the first place.
Now, we move on with a basic assumption that all people selected are genuinely interested in building their careers with the company. These employees after a while lose interest in what they are doing . This could be owing to various reasons.
1. Growth prospects
2. Monotony of the job
3. Too much movement amongst teams
4. Losing friends to
a. Promotions
b. Seperations (from both the employee and the employer’s side)
5. Compensation challenges
6. Other factors such as
a. Inadequate facilities provided by the employer
b. Improper superior subordinate relationship
c. Stringent company policies such as leave, work conditions, shifts etc.
When one of these factors starts affecting the employee over a period of time, the employee starts thinking about alternate jobs and careers. There are so many employees who first start with a company believing that this is the place they would want to associate with for the rest of their lives. But these niggling factors affect the person in a serious way which makes him start thinking about alternate plans for life. So it is important to identify to needs of the employees proactively and keep providing him challenging projects as well as basic facilities.
An exit interview should manage to find out that point in a person’s stint with the company when he starts to think about other opportunities in life. The results once analyzed would definitely provide a trend as to when do the employees start losing interest in their job responsibilities. It would identify some company practices though viewed as beneficial may actually provide an opposite effect on the employees.
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