Exit interviews are not complicated, but there are best practices that make them far more useful. This 60-minute exit interview webinar gives HR the tools to start a program or improve the one already in place, as quickly as possible.
You'll learn seven steps for implementing a program, the value of a listening culture, and how the employee's and employer's perspectives differ. The session compares face-to-face, phone, questionnaire and consultant interviews, covers who should conduct interviews and when, and explains the value of second interviews.
You'll also get guidance on putting employees at ease, handling involuntary terminations, confidentiality, documentation for legal protection, and analyzing and acting on the results.
When a valued employee resigns, their skills and knowledge leave too, along with insight into how to keep people like them. Exit interviews capture information only departing employees can give, and that information can cut turnover, raise retention, lift satisfaction and engagement, and improve business systems and quality.
This session suits HR directors and generalists, interviewers, business owners, senior leaders, managers, supervisors and anyone building a listening culture.
When a valued employee resigns, their skills and knowledge leave too, along with insight into how to keep people like them. Exit interviews capture information only departing employees can give, and that information can cut turnover, raise retention, lift satisfaction and engagement, and improve business systems and quality.
This session suits HR directors and generalists, interviewers, business owners, senior leaders, managers, supervisors and anyone building a listening culture.
Bob Verchota
Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD …
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