Exit Interview – an Effective Employee Retention Tool


Course introduction

More often than not, Companies are unaware of the fact that when employees resigned, there is both tangible and intangible cost to the Organisation. Rather than continuously hiring and training new employees, it is important that the Company utilizes Exit Interviews as a part of their larger plan for improving employee retention. 

Course Benefits

Upon completion of this workshop, participants will be able to;

  • Measure the cost of Employee Turnover to the Company
  • Understand the purpose and benefits of Exit Interviews
  • Set aside proper time and place for conducting of Exit Interview
  • Apply best practises and techniques in conducting the Exit Interview 
  • Develop relevant questions and procedures 
  • Analysis the information collected, report findings and propose recommendations for intervention purposes

Target Audience

Human Resource Executives and/or Managers who are involved in the management of the Employee Life Cycle.

Course Outline

Employee Life Cycle

  • 6 Stages
The “Painful Separation”
  • Measurable costs
  • Unmeasurable costs
Types of Turnover and Why?
  • Involuntary
  • Voluntary Avoidable Dysfunctional
  • Voluntary Unavoidable Dysfunctional
Exit Interview 101
  • What is an Exit Interview?
  • Why do we need an Exit Interview?
  • When do we conduct an Exit Interview?
  • Who is to conduct the Exit Interview?
  • How long should it be?
  • Objectives of Exit Interview
Exit Interview Tools
  • Mode – online, face-to-face, phone call
  • What do we want to find out?
  • How should the form look like?
  • What type of questions to ask?
Practical - Designing the Exit Interview Form

Conducting an Exit Interview
  • Participation rate
  • Prepare the setting
  • Interviewing skills
  • Communication skills
  • Body language
  • Confidentiality
Using Analytics and Effective Application
  • Compilation of data
  • Focusing on problematic areas
  • Presentation of data for decision making
  • Recommendation of intervention actions
  • “Stay” Interview
  • Isolate the problem
  • Measurement of improvement
Discussion, Case Studies, Presentation & Role Play

Available Course Sessions

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Trainer Profile

Sin Lin Li

Sin Lin Li is a seasoned Human Resource practitioner with more than 15 years of experience in the field. She has held HR generalist roles in various industries ranging from electronic, chemical, logistics, pharmaceutical to food & beverage manufacturing. Lin Li has worked with several large MNCs that include Panasonic, Nestle, Novartis, Coca-cola and PepsiCo, to name a few. In any position that she takes up, Lin Li believes in immersing herself in the roles, rolling up her sleeves and getting her hands dirty to understand the underlying organisational needs. She is especially strong in establishing the HR framework and best practices and is instrumental in managing PepsiCo’s Greenfield project, setting up an S$130m concentrate plant over 18 months.

Besides managing Greenfield projects, Lin Li has solid experience in the effective resolution of HR common day-to-day operational challenges and is the brainchild behind of countless strategic cum tactical HR solutions implemented. She has sound knowledge in the areas of Employee Relations and has worked closely with a number of Trade Unions like United Workers of Electronics & Electrical Industries (UWEEI), Chemical Industries Employees’ Union and Food Drinks & Allied Workers Union (FDAWU).