Page 66 - Retaining Top Employees

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54 Retaining Top Employees

So it’s important not to get hung up on the first draft of an
interview questionnaire—and it’s vital not to allow the first draft
to become the final version. The first draft is merely a start in
developing the final version—which should be revised later, as
necessary, according to the results generated.

Sample Exit Interview
Rate each item 1-5 (1 = Excellent,2 = Good,3 = Average,4 = Poor,
5 = Very Bad):
Overall,ABC & Co. is a ___ place to work.
Company policies and procedures are ___.
My compensation and benefits package is ___.
My fringe benefits are ___.
ABC’s commitment to employees is ___.
My manager’s commitment to my personal development was ___.
The training I received here was ___.
The promotion opportunities available to me were ___.
My understanding of my job specification was ___.
The performance appraisal process here is ___.
Communication by senior management of organizational goals and
objectives was ___.
The extent to which I was informed about changes in my job respon-
sibilities was ___.
The recognition I received for doing a good job was ___.
My manager’s willingness to listen to my problems and help me when
I had difficulties or questions was ___.
My manager’s willingness to accept suggestions I made was ___.
The opportunities I had to develop my potential were ___.
The level of teamwork among my colleagues was ___.
The specific projects I worked on were ___.
The sidebar shows a sample format for the survey element
of an exit interview, with examples of typical questions.
For most employee surveys, appropriate questions will
almost always revolve around the 4 P’s—the people, the place,
the project(s), and the pennies. Use the sample in the sidebar
and those you find on the Internet (see sidebar, “Designing
Interview Templates”) to design your surveys.