How to write an exit interview record, how to say an exit interview

It is necessary to write down: the object of the interview, the reason for resignation, the time of entry and resignation, on-the-job performance, future self-development, outlook for the company, and a brief record of the conversation between the two parties.

Make a record of some basic information, such as name, position, age, length of service, education and other basic elements.

The important thing is to analyze the reasons for leaving and management advice, and I personally think that the most important significance of doing an exit interview is in two aspects. On the one hand, through the reasons for personal resignation, analyze where the company has weak management links, or understand the organizational atmosphere, and provide a basis for the company to improve management. On the other hand, it is to channel emotions, the company does not want to have more enemies, even if people leave, don't let them carry emotions.

Just write it out in your own sense.

If you know why you write it, you know how you write it!

It can be said that the leader is sorry, after such a long time of hard work, his ability is indeed very limited, I did not help the leader of you much, I am really ashamed, thank you for your cultivation and tolerance of me.

1. General statement.

Leader, I'm sorry that I decided to leave my post due to personal reasons. The troublesome leader arranged for my colleagues to hand over to me, and I will continue to do every job carefully before I leave the company. Thank you very much for always taking care of my code and learning a lot from you!

I wish you a smooth work, and I wish the company a prosperous career!

2. Reasons for career planning.

Leader, come to the company to learn a lot, but due to personal career planning reasons, I plan to prepare for the postgraduate entrance examination, so I am ready to leave at the end of this month, I hope that the leader will arrange colleagues with me, during this period I will continue to work hard. Thank you for taking care of me and wish you all the best in your work.

3. Unhappy at work.

Thank you, leader, for your continued care and trust in me. I've been confused and anxious lately, so I want to pause and think about what I really want, and I want to take the courage to resign from you, and I'm sorry for the inconvenience caused to the company. I hope that the leader will arrange the handover with my colleagues, and I will do a good job in the handover work.

I wish you all the best in your career and the company is getting better and better.

Fourth, the work is not suitable.

Leader, thank you very much for cultivating me during this time, but the current pace of the company may be relatively fast, and I can't adapt to this mode of work, so I formally submit my resignation to you, and I will do a good job of handover at the same time, and will not delay the progress of the work, I hope you understand, thank you.

Fifth, the commuting distance is too long.

Leader, I'm sorry, because the company's work location is far away from my residence, I need to spend three hours a day on the subway, although I have been working for a while, I still can't get used to it, so I resign from you. Thank you very much for your guidance on my late dissipation and let me learn a lot of knowledge. I hope the company can find a more suitable candidate, I wish you smooth sailing in your career, and the company is getting better and better.

It is still necessary to say goodbye to the leader and at the same time after resignation, which is the minimum quality in the workplace, which will help the development of the future career.

In the resignation interview, it is generally necessary to talk about several aspects of the source. Understanding the reasons for leaving is important. Find out how the former employees feel about the company's existing system and the relationship with Ryono. Understand where and what's going after your employees leave the company.

These are helpful for businesses. In the future of human resources management, we will further adjust the direction. Optimize management.

Exit interview records can be summarized for the results and content of the interview. Including the interviewer. Interview time. Interview content.

Questions. That's okay.

You can fill in the information according to the points above.

Questions. How is it good.

Don't understand what you mean? Can you see the ones above? If I can't see it, I'll post it again.

Questions. Not too white.

In the resignation interview, it is generally necessary to talk about several aspects of the source. Understanding the reasons for leaving is important. Find out how the former employees feel about the company's existing system and the relationship with Ryono. Understand where and what's going after your employees leave the company.

These are the main considerations for exit interviews.

During the interview, you can communicate with the departing employee around these points.

The exit interview record is to summarize and fill in the results of these communication exchanges.

Questions. Follow your this.

Yes. <>

That is, to make a record, there are some points that must be filled in.

Questions. Good.

When I leave the company, I will say three words to the leader:

The first sentence: Leader, although I have developed well under your leadership in the past few years, I plan to leave the company considering the xx reason....”

First by affirming the leader, show that there is no contradiction between the resignation and the leader, which is helpful to communicate the reason for the resignation calmly in the follow-up, if the resignation is inevitable, the leader will be vigilant that when HR chats with you, will you mention the factors related to him in the reason for resignation.

The second sentence: Rest assured, I will do a good job in the handover, after the handover work has been sorted out, it is expected that the handover will be completed in xx days, please look at who will hand over to me, if there is any problem, I can also find mine....”

Therefore, we must set the handover and leader as soon as possible, and at the same time, the estimated handover cycle is also said according to the shortest estimated time, these two messages are clearly expressed, on the one hand, to further clarify the resignation attitude, and on the other hand, the topic can be promoted from discussing the reasons for resignation to the follow-up to-do.

The third sentence: Leader, thank you for cultivating me in the past few years, and I want to make an appointment with you to have a meal before leaving....”

After all, the resignation conversation is the beginning of ending an employment relationship, but not the end, so it is necessary to ease the atmosphere at the end, and also do a good job of emotional lubrication for the follow-up work handover and resignation approval process.

In addition to the above three sentences, if there is anything you want to say to the leader, it can depend on the specific situation, but remember that the main purpose of talking to the leader is to leave the job smoothly, do not say anything that has a negative impact on achieving this purpose, and try to refrain from content that is not helpful, after all, verbose may also make the leader disgusted.

At the same time, I would like to explain to you the following matters:

1.Before leaving, I will make every effort to complete my own tasks, and do a good job of handing over the work to let you wait, and after leaving the company, I will continue to assist in the guidance of the company's external communication matters.

3.Do not disseminate or disseminate in any way the ** and documents containing the company's trade secrets.

4.Do not actively recruit and poach the company's employees.

I wish the development of xx better and better, and I wish all leaders and colleagues a smooth work and a happy family!

If you want to leave your job, you can prepare your reasons and plans for leaving first, and communicate with your superiors or HR department. Before Chong Ruzi resigns, make sure to complete the work at hand and do a good job of handover, and try to maintain a good attitude and image of resignation.

There are three main reasons for leaving:1external factors (economic development, market competition, etc.); 2.

internal factors (low salary, chaotic management, no opportunities for promotion, etc.); 3.Personal factors (moving, personal achievement motivation, etc.). If it's external or personal, it's fine.

If it is due to internal factors in the organization, it can be important for the enterprise. If you don't understand the internal reasons for the employee's resignation, and don't find out that this human body is improving, Chayinyuan maybe, there will be a second or third employee who will leave because of this.

In addition to the handover of work, the relevant formalities, the exit interview is the most important work. So, how can managers do a good job of the exit interview?

1. Before the interview:

The interview should be conducted in a relaxed location, and it is a good choice to conduct the interview in a café. Before the interview, you should prepare information related to the employee, such as the employee's personal basic information, performance review, training attended, key events experienced, etc. Employees will feel valued, and those who are dissatisfied with the company may be able to change their negative perception of the company.

2. Interview: During the interview, the two parties are in an equal relationship. The interviewer should put themselves in the other person's shoes.

Listening is very important in the interview. Ask key questions in person, then listen to the other person and observe the other person's expressions. When an employee is in a defensive situation, he should be concerned about his feelings in a timely manner and should not intervene in the problem abruptly.

The most important thing is to record the key points of the interview so that it can be analyzed and sorted out later.

3. After the interview:

After the interview, the interview records should be sorted out and analyzed, and the interview process should be reviewed to find out the real reasons for the employee's resignation. Suggest improvements to the identified issues to prevent similar causes from happening again.

In the exit interview with Xiao Liu, an employee of the sales department, the human resources department learned that Xiao Liu's most recent performance evaluation occurred in the afternoon before the evaluation results were reported by various departments. Xiao Liu complained:

I was attending a client meeting and was called out by my supervisor, Mr. Wang, and I had a performance interview on the spot.

During the interview, he listed several key events that were not in my favor, obviously putting me in small shoes! And I didn't have a chance to plead my case again, so I gave it a 2. Such a supervisor does not understand subordinates at all.

The human resources department then interviewed Mr. Wang, the head of the sales department, who explained: "That afternoon, I suddenly remembered that it was the worst day after the company's performance evaluation, so I immediately came to him. But he had actually been informed the week before.

When I looked for him, he first said that he didn't have time to prepare, but how could he not do what the company had arranged? And then there's the bad attitude, and as soon as I said a few words about him, he retorted that he hadn't done those things in a quarter.