Posted: 5/18/2005 6:31:38 PM EDT
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Greetings, all. I have been asked to develop a plan for exit interviewing Deputies when they choose to leave the department. The bosses have said this can either be an actual interview or a questionnaire that the resigning Deputy can fill out. Any of y'all have any experience with this type of thing? I have some ideas but I want to be comprehensive in the strategy I propose. Suggestions for format, questions, issues, etc, would be greatly appreciated. |
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I can't suggest any useful questions as such, but you need to know what the intent of the exit interview is so you can do a good job and stage it properly. I'll give you a personal example of what I mean (this was a civilian job some 31 years ago): This company did an exit interview just as they took your badge from you at the end of your last day of work. [Relevant facts to my case: I had provided 4 weeks notice that I was quitting (only 2 were required), since my Wife was also resigning her teaching job (we were moving to a different state) her resignation would be in the newspaper and the school system required 4 weeks notice. I really liked the group I worked with and the work itself, but didn't see any career progression (I could only see me doing the same thing for 20 years) and I wanted to go to grad school (which was more readily accessible where I moved to rather than where I was currently working).] - Exit Interviewer asked me what I didn't like and I told him that they had cut back on paying for grad school (they paid for it when I was first hired, later dropped it completely). So he snaps back with "well, if we were to offer you grad school, would you stay?". It was a day late and a dollar short . . . if this conversation happened 4 weeks earlier I definitely would have given it consideration! So my message here is: - If you want to use it to see if the person might reconsider, do it IMMEDIATELY following receipt of the resignation. [Our town "trains" a lot of cops. They work here for a while, get experience and then blow off to another town where they can get details all the time to supplement their income.] - If you want to use it to really make the department a better place for everyone, do it sooner than later, but timing won't matter as much. Making it obvious to ALL employees that you are dedicated to making a better workplace will also cut your attrition and make those leaving more open about sharing their reasons. - Realize that usually damn few people will tell you the true reasons they are quitting a job. Perhaps some help from a psychologist might help in wording the questions to get some real inkling of why someone is quitting. I hope this is somewhat helpful. Good luck. |
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Four good questions to ask (all two-parters): 1. What did you like most about working here? Why? 2. What did you like least about working here? Why? 3. Just suppose you were in charge, what would you do different? Why? 4. Based on your experience, what would you never do again? Why? Always ask the "why" question after the main question. It will help you to dig deeper to their thoughts. Hope this helps. 
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I had an exit interview when I switched state agencies years ago. They had a questionaire and then a interview In my case, it was less hours 40 vs 45 (for the same pay) Paid overtime, the old agency didnt have it. 4 day work week. Supervisor understood the problem. HOWEVER, HAVE A DIFFERENT SUPERVISOR DO THE INTERVIEW WITH THE LEAVING OFFICER. I KNOW OF A SUPERVISOR WHO OMITTED STUFF THAT MADE HIM LOOK BAD.................................................... |