3
Mar 2020

How to Conduct Effective Exit Interviews to Identify Hidden Problems within Your Organization

Course Information

Start Date 3 Mar 2020, Tuesday
End Date 3 Mar 2020, Tuesday
Time 09:00 am - 05:00 pm
Venue 100 Orchard Road #04-100 Concorde Hotel Singapore 238840
Fee $680 (Excluding GST) Inclusive of buffet lunch, light refreshments and course materials
Contact 6720 3333 (Ms Rina) training.aventis@gmail.com
Register Now
Get Group Quote
Download Directory

Course Schedule

3 Mar 2020 NEW 

Why Are Exit Interviews So Important and How to Do them Right

Employee turnover is costly, turnover of employees also affect productivity, revenue, product and service quality, impacts staff morale and job satisfaction of staff that stay behind. Additional costs are also incurred to recruit and train new employees. While employee turnover is inevitable, employers need to know the reasons for high turnover to minimise the severe impact on the business in the long run. The inability of companies to identify key reasons why talent leave an organization puts immense pressure on the HR and management team. Thus, understanding why your staff leave can significantly help you retain talent. One effective tool is Exit Interview.

Why Are Exit Interviews Important?

Exit interviews, if conducted properly is an essential part of the overall strategies used to tackle the problem of high employee turnover.  Exit interview is likely the most valuable place to get honest employee criticism as it comes from someone who is no longer afraid that it will affect their employment status. More importantly, exit interviews can reveal patterns in the reasons staff leave.  

Exit interviews offer a deeper look at your workplace culture, day-to-day processes, management solutions, and employee morale. When completed in a consistent and standardized way, these interviews can help you foster positive relationships and a welcoming working environment.  In most companies, exit interview is more a paper process that is done by personnel’s who are not trained to elicit the trust & honestly from the resignees.  In this 1 Day Workshop, you will learn the Right Techniques to conduct effective Exit interviews that will help identify the “REAL” reasons why your talents are leaving for other organisations,

Your Complete Hands-on Guide to Effective Exit Interviews

This 1-day workshop aims to assist HR and Non-HR personnel to be equipped with effective Exit Interview Techniques to draw out the real reasons behind staff departure. This workshop will also seeks to provide solutions and measures to enhance an effective Employee Exit Interview procedures and to help organisation refine their retention strategy and to re-examine the type of candidates to attract in order to fit the job, the supervisors and the organisation.

Key Takeaways

Learn How to Use Exit interview to Help Identify Hidden Problems and Improve Organization’s Performance. In this workshop, participants will learn how to Use Exit Interviews to

  • Appreciate importance of staff retention from a business perspective
  • Understand the purpose of conducting Exit Interview, and how to make Exit Interviews count
  • Understand employees’ perceptions of the work itself including job design, working conditions, culture, and peers to help improve employee motivation

 Comprehend the impact of employee turnover on organisation

  • Uncover Unspoken Issues by Applying the skills to conduct an effective Exit Interview
  • Learn about HR benchmarks across industry and competitors by Collecting, collate and analyse data for management information
  • Gain insight into leadership styles and effectiveness to reinforce positive managers and identify toxic ones
  • soliciting ideas for improving the organization and Develop follow up actions to minimise impact of turnover in organisation.
  • Avoid unnecessary time, effort and money in Exit Interview
  • Identify Advocates and Reap the maximum benefits of having a well-planned Exit Interview
  • Run the Human Resource department efficiently and effectively
Course outline
  • Different types of Staff Turnover and for different reasons
  • Meaning and Purpose behind Exit Interview
  • Reasons for having Exit Interview and Stay Interview
  • The benefits of conducting Exit Interviews
  • Best practices for a strong exit interview program
  • Design a Thematic Exit Interview Form (Template given)
  • How to conduct the Exit Interview effectively
  • When to conduct the Exit Interview and who must do it
  • Pitfalls of Exit Interview
  • Adopting the effective method of Exit Interview – which one is more effective?
  • Classification of Reasons for Employee Turnover
  • Analyse Exit Interview data to develop insights and intervention strategies
  • Developing good retention programme through Data Analytics
  • Quick-start list of good exit interview questions
Training Methodology

This workshop includes lectures, group discussion, and hands-on practice in role play sessions.  Participants will learn relevant industry best practices about Exit Interview.

Who Will Benefit?

Learn How to Use Exit interview to Help Identify Hidden Problems and Improve Organization’s Performance. In this workshop, participants will learn how to Use Exit Interviews to

  • Appreciate importance of staff retention from a business perspective
  • Understand the purpose of conducting Exit Interview, and how to make Exit Interviews count
  • Understand employees’ perceptions of the work itself including job design, working conditions, culture, and peers to help improve employee motivation

 Comprehend the impact of employee turnover on organisation

  • Uncover Unspoken Issues by Applying the skills to conduct an effective Exit Interview
  • Learn about HR benchmarks across industry and competitors by Collecting, collate and analyse data for management information
  • Gain insight into leadership styles and effectiveness to reinforce positive managers and identify toxic ones
  • soliciting ideas for improving the organization and Develop follow up actions to minimise impact of turnover in organisation.
  • Avoid unnecessary time, effort and money in Exit Interview
  • Identify Advocates and Reap the maximum benefits of having a well-planned Exit Interview
  • Run the Human Resource department efficiently and effectively
Senior HR Consultant Mr Bernard Tay (Masters in HR Development & Education, George Washington University, USA)

Bernard brings with him more than 20 years of full spectrum human resource experience in both the private and public sectors. He held senior human resource positions and his experience spans across different sectors including exposure to companies in the region. He has many years of experience in conducting local and overseas courses in core HR areas such as recruitment and selection, job analysis, job description, job design, job evaluation, compensation and reward management, performance appraisal, employment legislations and industrial relations.

As an associate trainer with the Civil Service College, he has delivered public sector human resource to international delegates from commonwealth countries and ASEAN locally and in the region. In the academic profession, he is an adjunct lecturer to students pursuing diploma, undergraduate and post graduate master’s degree in Singapore.

He has a first degree in Economics from the then University of Singapore, a second class upper honours degree in Sociology from National University of Singapore. His master’s degree in Human Resource Development and Education is obtained from George Washington University, USA.   He is an ACTA- certified trainer. In addition, he was a Senior Assessor with Spring Singapore where he has helped organisations attained People Developer and the coveted People Excellence and Singapore Quality Award.