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1、离职面谈将员工的心永远留在公司（Exit interview keep the employees heart in the company forever）Exit interview: keep the employees heart in the company foreverStatistical data show that the vast majority of enterprises have a relatively stable recruitment and selection system, but with less than 10% employees betwee
2、n management consciousness and established the interview record system, and according to the exit interview records for data processing, the establishment of employee turnover analysis, loss of key elements of cost analysis, and based on the analysis report to improve the internal management and org
3、anization culture construction company 1%. is not in a sense, employee turnover is still the companys human resources. So, how can these human resources be used to make contributions to the company when they are about to leave or have left the company? The use of exit interviews and interview inform
4、ation is critical.Exit interviews benefit a lotThe Three Kingdoms period, Liu Beis chief strategist Xu Shu because of the early pioneering old mother Cao Cao was detained, had to submit his resignation to Liu Bei, Liu Bei tried to retain no fruit, only the last exit interview. An atmosphere of since
5、re and moving, Liu Bei not only burst into tears, but also personally for Xu horse, gave way another way, could not bear to let Xu Shu were moved to tears, waved goodbye to walk several miles, suddenly thought of a crucial matter, quickly hit the horse rotary specially recommended Liu Bei best man t
6、o follow her that is more sophisticated than their own Zhu Geliang. This is the Xu Ma recommended Zhuge legend, Liu Bei also created the classic exit interview case, sent an employee, but he recommended a more excellent successor.The term exit interview refers to a face-to-face conversation and chat
7、 between an enterprise and an employee when the employee is about to leave the company when he is ready to leave or has left the company. The purpose is to obtain relevant information from the employees so that they can improve their work and maintain a good relationship with their former employees.
8、 The job interview is usually carried out by the human resources management department. Successful demission interview can bring both explicit and implicit rewards to enterprises:- maintain the relationship between the two sides. Through the interview, not only can the harmonious relationship betwee
9、n company and employees, can also play a role and retain core employees, the enterprise does not want to retain employees, can also reduce the hostile consciousness through the exit interview reflects the respect and care for employees, exhibiting enterprises of great ingenuity.In the prevention of
10、adverse action. As a result of the mentality of most company dissatisfaction, once left there may be to discredit the companys image occurs on the corporate image will have a great impact, so do the exit interview can also prevent many is not conducive to the companys behavior, at least you can reli
11、eve the employees of the companys complaint or hostile.- get real voice. Through the interview can get employee feedback, in general, open communication, a departing employee is likely to think of the company, including the negative views dare not speak when serving to speak out. Who will go, his wo
12、rds are true, the parting of the voice reveal and criticisms of the statement, the interview data directly, is rare, are often exposed companies lack even the dark side, will help the company improve and improve the day after.- promote company image. The company attaches great importance to the view
13、s of staff can convey information through interviews, whether internal or external, is to give the companys positive points, but also the enterprise talent, respect talents through the spirit of former employees to other enterprises, establish a corporate image to enhance the people-oriented, good t
14、alent attraction of enterprises.In the future cooperation. Employee turnover, and does not mean that the original company from the break, see each other. Through interviews, you can send a friendly message to the departing employee to recognize that he is still a friend of the company. Most of the t
15、ime, to maintain good relations with employees, may also bring many long-term benefits for the company, such as new customers and market opportunities, talents recommendation, even outstanding employee turnover to return to the company to work and so on.Three keys to process managementIn the human r
16、esources department attaches great importance toIncluding the main purpose of the exit interview please make employees to talk about personal reasons for leaving and the idea of a decision, consider and ideas on personal development; understand the evaluation of the company, supervisors and colleagu
17、es of the staff, further confirm the true reason for leaving; remind the attention should be paid to the liability for breach of contract, agreement and affiliated prohibition; attention to employees turnover reaction the employee is; attention to answer and provide advice on the companys employees,
18、 excluding some misunderstanding etc.It is a key link of turnover management exit interview, the leading personnel in principle should be to the personnel manager, rather than a specialist; or at least should be above the level of the employee by the supervisor manager. For larger companies,If the p
19、ersonnel manager does not have enough time to guarantee, he should set up full-time staff who are engaged in the management of demission. Because, first, the staff is ready to leave, the interview process must be less able to speak freely, all scruples, the topic will speak from the heart, which is
20、beneficial to the personnel manager to truly understand the current management and staff of the company to retain staff in mind, at the same time, improve the way of thinking; second. The personnel manager personally participate in the interview, make employees feel respected, staff will tell the tr
21、uth, his heart. Although the staff of the truth may not be entirely correct, the enterprise may not be completely true, but for business management, must have certain reference value; third, the personnel manager personally participate in the interview, can reflect the humane management of the compa
22、ny, even if the turnover has not intended to retain, even in the company have a good impression by this is the interview staff, effective promotion of corporate culture.- listen to the less flexible communicationIn the interview, first of all pay attention to the choice of time and place for intervi
23、ew. The interview should take place with privacy, one does not need to let other employees, on the other hand to avoid being interrupted and disturbed, good interview environment conducive to let employees freely talk about problems, such as selection of soothing music in cafe can make people relax,
24、 with space, bright, rather than every day a stressful office. This will not only prevent conflict behavior, but will not affect other employees on the job. According to the depth of conversation, the time can be long or short, and pay attention to interview skills in the conversation. Dont just ask
25、 questions one by one according to the questions listed in advance, but listen actively. If you dont know where you are, ask carefully, and be quiet at the moment so that employees will have time to think.In advance to grasp the basic causes of the real turnover, understanding object character, ment
26、al state at the time of the interview to capture the object from the section where it is expected will produce in response to selection interview way, and effectively avoid the interview process an emotional stimulation, control and lead to failure and can not continue to interview the case occurred
27、. We can help the person a cup of water, to create a relaxed atmosphere, with good action remove their opposing positions, establish mutual trust relationship, at the same time, in the interview process, should always read, try to turn its position with the interviewer on the same page, listening at
28、tentively to the person or thing the complaint. When the interviewer defensive situation, should be timely care about his feelings, not abruptly intervention, more not to do any commitment, the most important thing is to focus on the interview record, make it easy to analyze after finishing work. Th
29、e interviewers role should be to listen more, to be a listener, to ask questions as appropriate, to say less, to make timely or effective communication, and to provide guidance and help when necessary. If the office is holding on enterprise resentment away, may be discontent at the belly, in this re
30、gard, the interviewer should try to hear him out as much as possible, ask the reason that he resents, so that enterprises can find weaknesses and loopholes in its management, and try to eliminate the misunderstanding, reduce his complain is for enterprises to reduce an enemy.Should choose the theme
31、of communication at the time of the interview, and try and make the employee turnover is directly related to the interests of employees, such as job interview properties should focus on understanding the causes and ideas of his resignation, what is for learning and personal development, family reaso
32、ns, or mode of management, management of the enterprises work style, team the atmosphere, performance evaluation status, the job content of discontent. But in any case, the interview should focus on the individual personality and the decision to leave the company, comfort and retain the value employ
33、ees through the post interview, and remind employees of the job breach responsibility, confidentiality responsibility, intellectual property rights and so on. Therefore, in an interview on job hopping employees, in addition to the more relaxed environment outside the interview, more should focus on
34、humanistic care for employees, understand their days after the occupation development plan etc. For example, let employees fill out the reason for leaving, leaving the company after the plan, the company management suggestions and opinions, the pursuit of value, and to convey enterprise employee eva
35、luation and occupation development plan, but also to show if employees can be good horse eat grass intent, will be the companys human care of more thorough.- to grasp the best timeThe right time to do the right thing, grasp the opportunity to interview, in order to receive the desired results. Exit
36、interview to use two time points and staff exchanges, the first is to get the information of employee turnover, because this time many of the staff turnover intention is not very clear and firm, and sometimes only Mengshengquyi because of something exciting,If we can communicate in a timely manner,
37、to resolve its momentary impulse, often can cause the staff to withdraw his resignation, not naojiang that no leeway; second time point is the staff has never intended to handle turnover formalities, because the employee no scruples to tell the truth.The first exit interview for the employee to resi
38、gn, the staff direct superiors or colleagues get information immediately after the person in charge of the Department and human resources department (human resources department should reflect the person responsible for the implementation of employee relationship management), intends to resign staff
39、departments shall immediately conduct exit interviews, to understand the reason for leaving, to retain employees should try to persuade to stay, not to grasp whether the retention should be feedback to the human resources department to jointly study or report, and then take appropriate measures.Miss
40、 Lee is a IT backbone of the companys business, because I think he has been outstanding in the company should pay, but pay over time after the discovery of the payroll as in the past, so she immediately went to inform the manager manager theory, wages have been higher than with other things, so the
41、salary is not considered. Miss Li think the reason can not be justified, and the manager angrily argue, and resigned. Manager of the seriousness of the situation feeling in Ms. Lee to resign, immediately report to the vice president in charge of reporting, the deputy general manager of the Miss Li f
42、ound, pointed out that the argument is not comprehensive, and explains the specific standard of salary and proportion to her, then politely pointed out although Ms. Lee worked very hard, but the last two quarters of assessment the result is B, so could not be included in the ranks of staff salary; a
43、nd then put forward some improvement suggestions on her work. Listen to the vice president in charge on the theory that Li Xiaojie had already disappeared a half temper, also realize the previous self understanding is too subjective, but also prove yourself through redouble our efforts, would give a
44、 thought to resign.The second exit interview should be led by human resources department. The staff supervisor level by employee relations supervisor or HR manager interviewed; director level and above employees (including executive level) by the person in charge of the human resources manager or ab
45、ove the level of the interview, people talk business principle should be slightly higher than the turnover rank, should be at least equal. The second interview should give skilled employees voluntary leave of contact so that they can follow the management and create opportunities for cooperation.Mea
46、sures to highlight the value ofAccording to the analysis results of the exit interview feedback action is crucial, because the feedback into action is the ultimate purpose of the exit interview, but also is the important factor to verify and maintain the work process and the implementation effect of
47、 importance. There are approximately three steps in the follow-up to the job interview:In the interview the staff can test the authenticity of the information in the interview said, feedback to the immediate supervisor, can also use the basic personal information, training and examination records fo
48、r confirmation. For example, according to the assessment notes, the employee does not have a skill, then the reason why he left the job is not competent or lack of training, rather than he said salary is low. In addition, you can also talk to other employees to verify that, for example, the reason f
49、or leaving the job during the interview is the work conditions, it is necessary to communicate with employees still working in the post to verify the authenticity.Abstract - the human resources department should report the information output by monthly, quarterly or annual as the unit of time, leaving the information and data obtained from the interviews were analyzed carefully, to extract key elements of employee turnover, calculate the loss cost, leav