🔹 Objective:
To equip HR teams, vendors, and channel partners with the skills to conduct insightful exit interviews, uncover real attrition causes, and convert feedback into retention strategies.
🔹 Duration: 45 minutes to 1 hour
(Interactive + group task + debrief)
🔹 Key Learning Outcomes:
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Understand the psychology of exits
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Learn how to structure effective exit interviews
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Discover hidden patterns behind attrition
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Identify strategies for post-exit action
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Build a culture of transparency and continuous improvement
🔹 Content Flow:
1. Warm-Up (5 mins)
Activity:
"Why Do You Think People Leave?"
Let each participant write one anonymous reason they've seen or heard in their career (real or imagined). Put them in a bowl or collect via Google Form.
➡️ Display responses in a word cloud (live tool like Mentimeter)
2. The Hidden Truth About Exit Interviews (10 mins)
Presentation Points:
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Only 29% of exit interviews are truly candid – Why?
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HR often hears “It’s personal,” “Better pay,” but the real reasons could be:
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Toxic leadership
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Lack of growth
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Lack of recognition
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Micromanagement
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Misalignment of values
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🎥 Video Clip Suggestion:
“The Devil Wears Prada” – Scene where the assistant finally quits.
Debrief: Ask – "Was it really about the workload?"
3. Case Studies – The Real Reasons They Left (15 mins)
Case 1: Tech Mahindra’s Turnaround
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Exit interviews revealed that middle managers were the real problem—not salary.
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Solution: Re-trained 500+ mid-managers in empathy & transparency.
Case 2: Maruti Suzuki
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Identified through exit data that workers felt disconnected from decision-making.
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HR created cross-level idea forums, reduced attrition by 17%.
WOW Factor Insight:
“What people say in the exit interview isn’t always the reason they left. What they didn’t say speaks louder.”
4. Best Practices – Mastering the Exit Interview (10 mins)
| DOs | DON'Ts |
|---|---|
| Build rapport | Rush the process |
| Use open-ended questions | Stick to forms only |
| Ensure anonymity (post-analysis) | Ignore negative feedback |
| Ask: “What could we have done differently?” | Ask: “Was it the salary?” |
| Conduct by neutral HR, not reporting manager | Record without consent |
5. Group Activity (10 mins)
Activity Title: “The Exit Interview Drama”
Role Play:
Each group acts out a mock exit interview. One as the resigning employee, another as HR.
Scenario prompts:
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Employee leaving due to burnout
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Employee leaving for a competitor
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Employee citing “personal reasons” (but it’s toxic manager)
🎯 Debrief: What clues were missed? What questions helped uncover the truth?
🔹 Optional Add-On Visuals & Tools:
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Infographic: “Top 10 Real Reasons People Quit”
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Google Form Template: “Post-Exit Feedback Tracker”
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Poster/Slide: “From Goodbye to Growth – Exit Feedback Loop”
Comprehensive Exit Interview Question Bank tailored for the Automobile Manufacturing Industry, organized into key categories:
🔧 1. Job Role & Responsibilities
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What aspects of your job did you enjoy the most?
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Were your responsibilities clear and well defined?
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Did you feel your role utilized your skills effectively?
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Were there tasks you believe should have been part of your role but weren’t?
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What challenges did you face in executing your day-to-day duties?
🤝 2. Leadership & Supervision
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How would you describe your relationship with your immediate supervisor?
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Did you receive constructive feedback regularly?
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Were you recognized for your contributions?
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Was management accessible and responsive to your concerns?
🏭 3. Work Environment & Culture
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Did you feel safe and supported in the workplace?
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Was the factory environment conducive to productivity?
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Did you experience or witness any workplace conflicts or unsafe behaviors?
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How inclusive was the culture for different roles (line workers, engineers, support staff)?
🚀 4. Growth & Development
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Were there enough opportunities for career advancement?
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Did you have access to skill-building workshops or technical training?
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Were promotions and internal job postings transparent and accessible?
📈 5. Compensation & Benefits
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Did you feel your salary was competitive for your role and experience?
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Were the benefits (healthcare, allowances, PF, etc.) sufficient and well explained?
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How did you view the overtime policies and pay structure?
⏰ 6. Work-Life Balance
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Was the shift scheduling reasonable and consistent?
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Were your time-off requests usually granted?
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Did your workload support a healthy work-life balance?
🧭 7. Reason for Leaving
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What was the primary reason for your decision to leave?
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Was it related to work, compensation, personal goals, or external factors?
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Did any specific incident influence your decision?
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Could anything have been done to prevent your departure?
📣 8. Suggestions for Improvement
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What changes would you recommend to make the company better?
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What could your department/team improve on?
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Is there anything we can do to support you post-exit?
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