Separation or Exit Interview

The separation or exit interview is a A very valuable tool that allows Human Resources to analyze the causes of turnover and then propose actions to reduce the rate. In addition to reducing this index, it collaborates with all the planning of the Human Resources area, since it can influence all the other subsystems of a company.

The separation interview or exit interview consists of investigating with those who leave the organization their level satisfaction with company policies and practices, work environment, relationships with colleagues and supervisors, etc. The result of this research must be analyzed and interpreted by various sectors of the organization to take action, mainly based on the dissatisfaction indicated by the employees before the termination, in the sense to avoid the same dissatisfaction in other employees.

Information on the internal and external variables that influence turnover can be obtained through the termination interview conducted with employees who retire, after termination, to avoid any compromise personal. The perception of the employee who leaves is usually more critical and punctual than when it is part of the process.

Thus, the HR professional will be able to assess aspects such as leadership problems, lack of training, salary level, benefits, climate, relationship with teams, etc.

The objective is to obtain relevant information that can be transformed into an improvement action plan, avoiding the departure of talents that, with some adjustments, could remain in the organization.

Profits

The separation or exit interview has been the main tool in personnel turnover management. There are companies that use them only for layoffs initiated by employees and others for all layoffs of employees. It is important that this interview is carried out at all times so that the data obtained fully reflects the reasons for the rotation.

For Chiavenato, the turnover must be measured and monitored, and he cites that the separation interview is like a tool to discover the causes of dismissals, going far beyond the reason such as "Dismissal" or "Request for dismissal".

This interview aims to obtain information such as:

• Dismissal initiative (company or employee).
• Employees' perception of the organization.
• Opinion on the position held and on the physical working conditions.
• Opinion on salary and benefits of the company.
• Your perception of career growth opportunities.
• Opinion on job opportunities offered in the job market.
• The employee's vision of the quality of interpersonal relationships.

This information and others of interest to the company are organized in an interview form of termination and the questions asked refer to aspects that employees are able to give their opinion. Then the data is tabulated by area, department, position, salary level or others, in order to locate problems. The level of depth of the reports and the results depends on the intentions of the company. The information collected makes it possible to identify the reasons for staff turnover, evaluate HR policies. and structure the actions.

Objectives of the separation interview

To the company

Provide diagnostic data to weigh HR practices. and provide feedback on the recruitment and selection process to those responsible for this procedure. Allowing, according to Chiavenato (1999), an increase in the efficiency and performance of the personnel; and the analysis of the intellectual capital of the organization that the selection must preserve or enrich. In addition to diagnosing possible problems related to leadership, the work environment and the organizational climate.

For the employee

Allow the subject to perceive the situation in which he finds himself and to grow and learn from possible mistakes he has made and consider behavioral changes about which to work.

Since firing itself can cause traumatic and painful feelings, and can make the employee feel disposable or replaceable, the separation interview can give you the opportunity to understand the reasons for his dismissal and work on the feelings. arising from this process.

Data collection

For the separation interview serve as a useful instrument to obtain important indicators, it is necessary that the data record obtained through it is very complete and organized. A semi-structured form can be used to guide the interviewer, facilitate these records, and help organize the data for later tabulation and notes.

The interview should investigate several factors, according to Vilas Boas and Andrade (2009), among them, the following can be classified as main reasons: The main reason for dismissal or resignation, the secondary reasons for dismissal or resignation, opinion about leaders, team and relationship with them. What do you think of the working conditions, the training needs identified in the employee sector and the adaptation to the activities? Opinion on various services within the company, as well as on the benefits offered. These are important items to verify in a separation interview.

The organization of the collected data

With the collection and organization of these data, those responsible for this process obtain very important indicators for the analysis not only of problems in specific sectors, but of standard procedures used by managers in general, or the organizational climate, for example, is affecting the routine of its workers and being decisive in their decision to leave the organization.

The separation interview instrument is of great value to people management professionals. And it offers advantages over other instruments, since the employee is largely free of the defenses that are normally used. found in those who are still linked to the organization, which gives more confidence to the true feelings of the employee.

The data obtained through the separation interview should be used to create action plans and changes that satisfy the needs of teams and sectors, helping in the quality of life at work and, consequently, a better use of talents internal