This webinar will give you all the tools you need to start your Exit Interview program or improve the one you have. It isn't rocket science but there are best practices and considerations for doing them well. Our intent is to get you up to speed as quickly and effectively as possible.
WHY SHOULD YOU ATTEND?
- Learn the 7 steps for implementing a program
- Understand the value of developing a listening culture
- Receive 13 reasons for implementing webinars
- Understand the difference between the employee's perspective and the employer's perspective
- Receive the pros and cons of face-to-face, phone, questionnaire, and consultant interviews
- Learn who should conduct interviews and when they should be held
- Learn the value of 2nd interviews
- Receive suggestions for making the employee comfortable and getting honest answers
- State the ins and outs of questionnaire administration
- Answer how to handle involuntary terminations
- Learn when offering confidentiality can be a problem
- 15+ considerations in conducting the actual interview
- Keys to effective listening
- 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
AREA COVERED
- A copy of the PowerPoint slide deck
- 179 sample interview questions in 11 different areas
- A sample Exit Interview Policy for you to personalize
- A sample Exit Questionnaire
- Live question and answer period
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
- Learn the 7 steps for implementing a program
- Understand the value of developing a listening culture
- Receive 13 reasons for implementing webinars
- Understand the difference between the employee's perspective and the employer's perspective
- Receive the pros and cons of face-to-face, phone, questionnaire, and consultant interviews
- Learn who should conduct interviews and when they should be held
- Learn the value of 2nd interviews
- Receive suggestions for making the employee comfortable and getting honest answers
- State the ins and outs of questionnaire administration
- Answer how to handle involuntary terminations
- Learn when offering confidentiality can be a problem
- 15+ considerations in conducting the actual interview
- Keys to effective listening
- 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
- A copy of the PowerPoint slide deck
- 179 sample interview questions in 11 different areas
- A sample Exit Interview Policy for you to personalize
- A sample Exit Questionnaire
- Live question and answer period
- HR Directors
- Business Owners and Senior Leaders
- HR Generalists and Interviewers
- Directors, Managers, and Supervisors
- Anyone wanting to Develop a Listening Culture
Speaker Profile
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 …
Upcoming Webinars
Updated Metro 2®, e-OSCAR and the New Tougher FCRA/CFPB Com…
Conquer Toxic People - Learn To Protect Yourself And Get Yo…
Introduction to Generative AI for Accountants
Dealing With Difficult People In Life & Work
Surviving and Thriving Organizational Change and Loss: The …
Impact Assessment and Risk Management for Change Control
How to Write Effective Audit Observations: The Principles f…
Excel Deep Dive: Advanced Tips & Techniques – A 3-hour Work…
FDA Regulation of Artificial Intelligence/ Machine Learning
Coming Soon - New Minimum Salary Levels for Exempt Employee…
Marijuana: Compliance and Safety in the Workplace
Stressed Out: How to Handle Conflict, Difficult People and …
2025 Top Employment Regulations That Will Impact Employers!
How to Handle Workplace Conversations Around Politics and R…
Data Integrity: Compliance with 21 CFR Part 11, SaaS-Cloud,…
How to Give Corrective Feedback: The CARE Model - Eliminati…
Improving Employee Engagement & Retention Through Stay Inte…
SOPs - How to Write Them to Satisfy those Inspectors
Why EBITDA Doesn't Spell Cash Flow and What Does
Marketing to Medicare or Medicaid Beneficiaries - What You …
With Mandatory Paid Leave Gaining Ground Is It Time To Do A…
Human Error Reduction Techniques for Floor Supervisors
Documenting Misconduct that Will Stand Up in Court
Tattoos, hijabs, piercings, and pink hair: The challenges …
Trial Master File (TMF)/eTMF, & FDAs Draft Guidance for Ele…
Project Management for Non-Project Managers - How to commun…
OSHA Requirements for Supervisors, Project Leaders & HR - W…
Unlock Employee Loyalty: Stay Interviews Will Keep Them Eng…
Sunshine Act Reporting - Clarification for Clinical Research
FFIEC BSA/AML Examination Manual: What Compliance Officers …
Female to Female Hostility @Workplace: All you Need to Know
Humane Layoffs: How to Let People Go with Compassion and De…
Onboarding is NOT Orientation - How to Improve the New Empl…
Managing Toxic & Other Employees Who Have Attitude Issues
Building GMP Excellence: A Guide to Implementing Compliant …
Excel Power Skills: Master Functions, Formulas, and Macros …