When a valued employee resigns, their skills and knowledge leave with them, along with insight into how to keep people like them. This 60-minute exit interview program training shows how to capture that insight before it walks out the door.
Exit interviews provide information only departing employees can give, which you can use to reduce turnover, raise satisfaction and engagement, improve business systems and lift quality. You'll learn seven steps to launch a program, how in-person, phone, questionnaire and consultant-led interviews compare, who should conduct them and when, and how to make employees comfortable enough to answer honestly.
The session also covers documentation, analysis and reporting, and taking action on what you learn.
Exit interviews aren't complicated, but there are best practices for doing them well. This webinar gives you the tools to start a program or improve the one you have, including sample interview questions, a sample exit interview policy and a sample questionnaire.
It suits HR directors and generalists, interviewers, business owners, senior leaders, managers, supervisors and anyone building a listening culture.
Exit interviews aren't complicated, but there are best practices for doing them well. This webinar gives you the tools to start a program or improve the one you have, including sample interview questions, a sample exit interview policy and a sample questionnaire.
It suits HR directors and generalists, interviewers, business owners, senior leaders, managers, supervisors and anyone building a listening culture.
Bob Verchota
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 …
Human Factors Usability Studies Following ISO 62366 and FDA…
Construction Lending And Real Credit Administration: Evalua…
Validation Statistics for Non-Statisticians
Thriving in a Hybrid Workplace: Keys to Leadership and Team…
Excel Power Skills: Master Functions, Formulas, and Macros …
Batch Record Review and Product Release
Discover how Emotional Intelligence turns AI from a technic…
Female to Female Hostility @Workplace: All you Need to Know
Handbook Overhaul 2026: Compliance, OBBB Act & Beyond
Copilot and HR: An Introduction for HR Professionals
ChatGPT for HR - Build HR Policy Framework and Strategy
Excel Spreadsheets; Develop and Validate for 21 CFR Part 11…
Fostering a Culture of Respect: Eliminating Gossip, Rumour…
The Perfect Storm Coming to Healthcare: Value Based Care Me…
Major cGMP Issues: FDA Concerns in 2026
Language is Code - Intro to AI - Generative AI - ChatGPT an…
Managing Difficult Employee Conversations
Excel + AI: The Smart User's Guide to Faster, Easier Work w…
The Importance of the first 5 seconds when presenting
Tattoos, hijabs, piercings, and pink hair: The challenges …
2026 Nacha Rules Changes (Part 1): Fraud Monitoring & Ops B…
ChatGPT and Project Management: Leveraging AI for Project M…
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Pivot tables beginner to advanced + 20 advanced Pivot table…
Emotional Intelligence: Mastering the Emotions of Great Lea…
Accounting For Non Accountants : Debit, Credits And Financi…
Medical Device Cybersecurity Following FDA’s 2026 Premarket…
Performance of Root Cause Analysis, CAPA, and Effectiveness…
Human Error Reduction Techniques for Floor Supervisors