How to conduct employee exit interviews PPT download

Description

This is a set of PPT on how to conduct employee exit interviews, with a total of 22 pages;

The cover of the PPT template uses a background image of workplace figures analysis data chart. Place a blue background on the left and fill in the PPT title on how to do a good job in employee exit interviews. The interface style is simple and business-like.

The content page of the PowerPoint template consists of 20 slide charts in blue and orange colors, matched with PPT text layout. In addition, illustrations of workplace figures, colorful puzzle illustrations, office scene illustrations and other decorations are used.

How to do a good job in employee exit interviews PPT content introduction:

1. The concept and significance of exit interviews

Exit interviews refer to interviews conducted with employees before they leave the company and are an important part of exit management. (Eliminate misunderstandings/retain talents/expose problems, etc.)

1. Understand the real reasons why employees leave - talk to retain people

2. Discover system problems-(salary)

3. Improve enterprise (department) management - (boring, lack of skills, etc.)

4. Reduce the negative psychological impact of resignation on employees and corporate image

5. Ensure the smooth execution of the resignation process and the smooth handover of work to ensure that current employees can work safely and safely

6. Bring long-term benefits to the enterprise

7. Adjust recruitment behavior - (categorization of dismissed employees)

9. Employee flow direction - (industry and other information)

2. Classification and content of exit interviews

Contents of employee voluntary exit interviews:

1. Ask employees to talk about their reasons and thoughts for making the decision to resign.

2. Considerations and assumptions about personal development

3. Understand employees’ evaluations of the company, supervisors and colleagues

4. Represent the company to discuss the situation and views on the facts

5. Represent the company’s focus on the dismissal incident

6. A good-faith reminder of breach of contract liability, ancillary agreements and prohibition clauses that should be noted

7. I hope to make further efforts to persuade people to stay.

8. Answer and provide consultation on issues of concern to employees

1. Contents of employee passive resignation interviews:

2. Inform the company of the company’s decision to dismiss and the reasons for dismissal.

3. Inform employees of specific dismissal plans

4. Involving contract identification, salary payment, welfare enjoyment, etc.

5. Listen to employees’ justifications and provide timely guidance.

6. Provide policy answers and consultation on substantive issues that employees are concerned about

7. Provide corresponding policy assistance to employees, and you can ask experts to provide support from third parties.

8. I hope to make further efforts to persuade people to stay.

9. Answer and provide consultation on issues of concern to employees

3. Resignation Trilogy

1. Preparation stage

Time control within 20 minutes

Basic information of resigned employees

Prepare interview questions

Choose a location for the interview (relaxed, undisturbed)

Seize the opportunity for interviews before employees fill out resignation forms

2. Implementation stage

In a conversational manner (taboo reprimanding, preaching tone)

Important performance and achievements during the period

Gradually change the interview topic to the reasons for leaving the job

If you are emotional, please listen to him and be more patient.

3. Analysis stage

Extract useful data and information from the interview record sheet

Take measures to solve problems that arise

Record sensitive issues in writing and record them after they are over

Analyze motivations for leaving and find out the real reasons for leaving

4. Obstacles and problems in exit interviews

Barriers to Exit Interviews:

Employees are scrupulous and unwilling to talk too much (year-end bonus)

It’s none of your business, just keep it aloft (typical Chinese mentality)

The destination of resignation has been decided, so make a move in the east and attack in the west (competitors, avoid the important and take the easy)

Exit interview lacks skills and is perfunctory (part-time job)

It’s better to be broken jade than to be complete (add oil and vinegar)

Exit interview questions:

Overall feeling about the company

Department work atmosphere

Training and skills improvement

Construction of Enterprise Culture

Specific reasons for resignation

5. Exit interview methods and precautions

1. Exit interview methods and precautions:

2. Clarify the purpose of the conversation (backbone/dismissal/layoff)

3. Know yourself and the enemy (basic information)

4. Listen to the people or things that dismissed employees complain about, and provide psychological compensation as much as possible

5. Be familiar with relevant laws, regulations and company rules and regulations (dismissal)

6. Welcome outstanding employees who have changed jobs to return to work for the company

7. Don’t promise things you can’t do, and don’t talk about others.

8. Develop conversation outline

9. Control of the conversation scene (skill room/listening/sincerity)

10. You can communicate through WeChat, QQ and email.

11. Use more open-ended questions and less closed-ended questions, and keep good records.

Keywords: Human resources training PPT template, how to do a good job in employee exit interviews PPT free download, .PPTX format;

File Info

Update Time: 2024-11-17

This template belongs to PPT download Administrative management PPT industry PPT template

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