2019 - Toolkit for Conducting Exit Interviews

OVERVIEW
Exit interviews can provide critical information that only leaving employees can provide. This is information that can reduce turnover and increase retention. With this information, it is possible to increase employee satisfaction, improve business systems, increase engagement and commitment, and maximize quality. Simply put, information is power, and exit interviews can provide strategic knowledge that you can't live without.
LEARNING OBJECTIVES
Learn the 7 steps for implementing a program
Understand the value of developing a listening culture
Receive 13 reasons for implementing webinars
Learn who should conduct interviews and when they should be held
Importance of documentation for legal protection
Learn considerations for analyzing and reporting information
Learn the importance of taking action and getting the most out of the interviews
WHY SHOULD YOU ATTEND
Exit interviews are sometimes viewed as a big waste of time. No one really tells the truth, everyone wants to be seen as wonderful, after all, future references may depend on what you say when you leave. Or the departing unloads on everyone and everything. The leadership, supervisor, co-workers the processes and procedures, benefits provided, no one and nothing gets left off the complaint list. And since no one looks at the exit interview data, why do we collect it, nothing changes!
AREAS COVERED
An employee hands in his resignation and walks out the door and with them walks out valuable skills, knowledge, and capabilities. You are sorry to see them leave and you don't want to lose anymore. Also walking out is the key to how to keep good employees and how to make your business better than ever. The key is exit interviews.
WHO WILL BENEFIT?
HR directors
Business owners and senior leaders
HR generalists and interviewers
Directors, managers, and supervisors
Anyone wanting to develop a listening culture
SPEAKER
Bob Verchota is the owner and senior consultant for RP Verchota & Associates, a consulting firm providing services to clients, who seek to align their business and employees, creating successful outcomes, and excellent work environments. After 30+ years in Human Resources senior leadership roles and teaching both undergraduate and graduate courses in leadership and organizational development, Bob transitioned to using his experience and skills in consulting.
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