Guidelines on how to conduct an exit interview
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- Interviewer - The department encourages that the “manager once removed” conducts the interview.
- Schedule - The interview should be scheduled to occur at a mid-point between the announcement of departure and the actual departure date. In the event that an in-person interview is not possible, an over the telephone interview or an exit interview questionnaire may be sent to the departing employee for completion and return.
- Confidentiality - Exit interviews and questionnaires will be kept confidential, however general themes may be used to improve the department.
- Support staff - Staff employed by the University of Manitoba or the WRHA will use their respective organization’s process/template.
- Summary - The interviewer must provide a summary to the Department Head and the Managing Director.
The following list is provided as guidance and as suggestions only. 1
Reason for leaving
- Why have you decided to leave the department?
- Did anything trigger your decision to leave?
- Was a single event responsible for your decision to leave?
- Have you shared your concerns with anyone in the organization prior to deciding to leave?
- Did anyone in this organization discriminate against you, harass you, or cause hostile working conditions? (important to follow up if they say yes)
- What was most satisfying about your job? What was least satisfying about your job?
- What would you change about your job?
- What did you like most about this organization? What did you like least about this organization?
- What would you improve to make our workplace better?
- Did your job duties turn out to be as you expected?
- Were your job responsibilities characterized correctly during the interview process and orientation?
- Did this organization help you to fulfill your career goals?
- Were you happy with your pay, benefits and other incentives?
- Did any organization policies or procedures (or any other obstacles) make your job more difficult?
Supervision and support
- Do you feel you had the resources and support necessary to accomplish your job? If not, what was missing?
- The quality of supervision is important to most people at work. How was your relationship with your manager? What could your supervisor do to improve his or her management style and skill?
- Did you have clear goals and know what was expected of you in your job?
- Did you receive enough training to do your job effectively?
- Did you receive adequate support to do your job?
- Did you receive adequate feedback about your performance day-to-day and in the performance development planning process?
- Do you have any tips to help us find your replacement?
- Based on your experience with us, what do you think it takes to succeed at this organization?
- Would you consider working again for this organization in the future?
- Would you recommend working for this organization to your family and friends?
- What is your experience of employee morale and motivation in the organization?
- What does your new organization offer that encouraged you to accept their offer and leave this organization?
- Can this organization do anything to encourage you to stay?
- Any other comments?
|The above link is broken. Does it need to be replaced or can it be removed. Are we doing this whole thing anyway?|