Questionnaire for resigning employee: sample in 2021

During the course of activities in an organization, there is a constant movement of labor for various reasons. The dismissal questionnaire is important for: identifying the reasons for dismissal and further improving the working conditions of employees.

The resignation form is not a mandatory document that must be completed. The questionnaire filled out upon dismissal by an employee has no regulatory basis and cannot be a mandatory document to fill out. Even if information about filling out this form is specified in the collective agreement, the need to fill it out should not be imposed, but can be recommended.

The introduction of surveys for resigning employees is new for Russian companies. Let's find out how to create a questionnaire for further analysis of the reasons for dismissal.

The role of the dismissal questionnaire for the organization

In a situation where an employee refuses to fill out the questionnaire, it is recommended to have a conversation with the resigning employee about how important it is to improve working conditions for employees who continue to work so that qualified specialists do not leave for a competing company. It is recommended to conduct the survey orally, which can provide more information than a formalized questionnaire.

The information received should not be a mere formality; the results obtained must be processed to reduce staff turnover, improve the socio-psychological climate in the team, while, upon leaving, the employee can honestly express his wishes and offer interesting opportunities for implementing any improvements.

Provided that the employee resigns at the initiative of the employer, the questionnaire is not offered for completion.

Severance pay not paid

2.2. After reading the texts of the Rules of Use and the User Agreement, confirming agreement with them on the registration page or sending a message, each User, by these actions, enters into an agreement with the Portal Administration to regulate their relationship.

Information entered in the “Explanation of the current situation” field becomes public and should be of a general nature. In this field it is prohibited to mention the personal data of third parties. If the applicant violates this paragraph of the rules, the User himself is responsible for the publication of information.

On the day of dismissal of an employee, the employer is obliged to provide him with all the necessary certificates and documents, some of them are issued upon application from the employee, the rest are mandatory. For violation of this rule, the Labor Inspectorate provides fines:

This form reflects information about the insured period of service for the purpose of a pension if the employee retires due to age, as well as due to disability and for a number of other reasons. The original form must be sent to the Pension Fund within 10 days after receiving the application for retirement.

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If an employee conscientiously “works out” a two-week period, the employer does not have the right to unilaterally dismiss him on his own initiative before the end of this period, minus cases where the employee grossly violates the rules established at the enterprise (shows up drunk, etc.).

As the labor legislation of the Russian Federation states, after writing an application, any employee can revoke it, but only when two weeks have not passed since it was written. However, if another person has already been hired to replace the departing employee and a corresponding employment contract has been concluded with him, it will not be possible to cancel the resignation letter.

standard form for a resignation form , and the company develops its own . It is better to enshrine the form in local regulations, and include the need to fill it out in a collective or employment agreement. This way, managers will have more reasons to offer its completion to the resigning employee.

• what is the real reason for the employee’s dismissal;
• what shortcomings he saw in the organization of his work;
• delicately convey to management the shortcomings of your immediate superior;
• outline possible ways to improve the situation.

The procedure for forming a questionnaire upon dismissal

All questionnaires are targeted, so it is important to select those questions that are most important to the employer. Also, the resignation form should not be very overloaded - it is necessary to determine the number of questions, because the former employee is not interested in filling out additional documents.

To compile a questionnaire, it is important to ensure the basic content, which consists in ease of understanding of the questions posed and unambiguously formulated answers and a logical sequence of questions.

Questionnaires in most cases consist of:

• Introduction to the questionnaire, which states the message to the respondent, the purpose of the survey, brief information on the procedure for filling out and the recipient of the information
• The beginning of the questionnaire is a kind of collection of information about the respondent or information is conveyed that the questionnaire is anonymous.
• Formulation of the main questions of the questionnaire (which should be clearly stated and not ambiguous) and answers (it is advisable that the answers be formulated so that the former employee selects the appropriate answer option). So that the questionnaire does not intimidate the employee, you can formulate 3-4 answers and leave free space for additions, where you can add options and comments to them
• The conclusion of the questionnaire, which reflects gratitude for your time.

How to Research Employee Participation in Exit Interviews

Employees will not waste their time filling out exit questionnaires if they believe that the information they provide will not be read or considered of any significance. It is important to show employees that you value the feedback you receive from them. When, thanks to work with the questionnaires of those leaving, you manage to introduce some improvements in the company, be sure to tell the employees where and how this idea came from. Explain that its source is questionnaires filled out by employees upon dismissal. Gradually, employees will understand that the company really listens to their opinions. Someday this will become part of your company culture, so you can greatly benefit from the criticism, ideas and suggestions expressed by employees when they leave.

Unpleasant consequences for the employee due to his answers

Try to answer each of these questions as accurately and thoroughly as possible, and analyze your company's exit survey process as critically as possible. Think about what you can do to improve each part of the process. Once you're done, start correcting the flaws immediately.

May 29, 2021 8uristgbk 28

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Example of a questionnaire for a resigning employee

# Dismissal by agreement of the parties

But due to the transition to electronic work books, the situation is changing. Working with paper documents is gradually being abandoned in favor of digital ones. And instead of paper work books, the employer will now issue employees with the SZI-TD form.

# Reasons for submitting a resume and looking for a new job

The first option allows the employee to fully express his complaints on paper. Also, he is not affected by the authority of the personnel officer or boss, which means he can be extremely frank and show “where the cat is buried.”

It depends on how much experience you have and for what reason you were fired. For example, if you were fired for something not related to work (they were 3 minutes late, your blouse was a little lighter than your eyes, you came in a skirt of the wrong color - one question. The new company will understand if they need an employee or have more than 20 years of experience behind them.

In an ideal situation, it is better to have both survey options in reserve, offering the person leaving a choice of one or the other. How to ensure that people do not shy away from such surveys and do not hesitate to finally say everything they think is a matter of professionalism for every HR manager.

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Sample application form for resigning employee

And from a purely human point of view, such communication in many cases helps to save face and the status of an HR brand. Question of format Surveying resigning employees as a way to obtain insider information about your company can solve a variety of problems. For example, you need to find out the degree of satisfaction of the team with the work as a whole, the level of salaries, and find out people’s hopes for the company.

It is important to monitor the level of employee participation. At a minimum, you need to find out what it is at the very beginning, when you are just starting to improve this process, and also periodically measure it later. The ideal would be to track your average participation rate regularly.

The survey is carried out orally or in writing. Based on systematized data from questionnaires, it is possible to develop a strategy and tactics for personnel management. The form for a resigning employee should be filled out only if the termination of the contract was initiated by the employee himself, and not by the employer.

Questionnaire for a resigning employee of the organization (sample sample)

If the director does not object, this information is recorded in the petition. It must be remembered that if you do not indicate the last day of work, the manager can use the general rules and terminate the contract with the employee after two weeks.

What was the main reason for your departure? - you don’t see the possibility of advancement in your career - lack of social and living conditions and benefits - inability to fully realize your knowledge, experience and skills, lack of job prospects - dissatisfaction with the results of your work - large amount of work - unnecessary bureaucracy - discrepancy between professional knowledge and area of ​​work - distance from home - desire to change the field of activity - dissatisfaction with the style and methods of management in the department - no opportunity to improve the level of your qualifications - conflict in the team - personal reasons - discrepancy between the level of wages and your qualifications Other 10.

¦ ¦ I would like to work on a time-based system. ¦ ¦ I would like to receive a stable salary. ¦ ¦ I would like to receive a large salary and small bonuses. ¦ ¦ I would like to receive a small salary and a high interest rate. ¦ ¦ The promised salary increase did not happen. ¦ ¦ The payment system was quite satisfactory. ¦ ¦

Questionnaire when dismissing an employee

• Not satisfied with the operating mode
• Found a job closer to home
• Monotony and monotony at work
• Workload is too high
• Overstrain at work (fatigue)
• Disrespectful and rude attitude from managers
• Lack of mutual assistance and understanding in the team
• Lack of conditions for career and professional growth
• Lack of attention, approval and objective assessment of work on the part of the Manager
• Dissatisfaction with the social policy of the enterprise (no concern for people)
• Work outside of your specialty
• Lack of conditions for further education
• An offer was received from a new job with more favorable conditions
• Difficult working conditions (please indicate which ones)
• For health
• Other

What, in your opinion, had a negative impact on your work: lack of a clear description of job responsibilities high physical fatigue the need to perform large amounts of work (outside the position) unfair distribution of responsibilities by the manager lack of career growth opportunities inability to obtain additional professional knowledge difficulties in communicating with the team conflictual relationships with management lack of fair assessment of work inconsistency of instructions and orders from management insufficient moral support from management unfair distribution of bonuses and allowances uneven distribution of workload between employees inconvenient office location different (specify more details)__________________________________________________________ 3.

Further actions of the employer upon receipt of the completed questionnaire

The completed survey work should not be abandoned. Therefore, it is necessary to conduct a full analysis of the information received. If the enterprise has a high staff turnover, then having collected a sufficient amount of information, based on the responses received, you can visually reflect the results obtained in the form of graphs, histograms, etc. Highlight the main answers, consider the proposals. Based on the answers, you can develop recommendations for improving working conditions and job satisfaction in the organization; the information received can show priorities for employees, because the employee who quits is given the opportunity to express his opinion. Until the problem is identified, no solution can be proposed. The findings will identify the main factors of staff turnover and take measures to smooth out their impact.

Receiving feedback from a former employee is an important component in identifying the reasons for dismissal, despite the fact that the survey applies to all quitters. You can conduct an oral survey, but provided that the company does not leave employees every day, the answers are forgotten, therefore, in order to form a real picture, you can collect several questionnaires for analysis.

Exit Interview Questionnaire Example

The exit interview questionnaire is used to identify reasons for dismissal, reduce turnover, and also work on the company’s HR brand. The recruiter must have a conversation with the person leaving. It is important to understand what the main reasons prompted the employee to quit, so conversations are held with all participants in the dismissal process.

The company automated the dismissal questionnaire, but only 30% of all quitters filled out this questionnaire online. Many quitters approached the issue of filling out exit interview questionnaires very mediocrely, therefore, the HR Department decided to do double work: conduct an in-person exit interview and collect automated questionnaires. The main thing is the result!

1. Identification of the true motives for dismissal, regardless of the wording in the order . In most cases, employees do not voice the reasons for leaving, limiting themselves to the standard provisions of the Labor Code of the Russian Federation (at their own request, consent of the parties, and so on). The survey allows us to determine informal reasons for terminating a contract.
2. Determine the reason for staff turnover . If the reasons for leaving or dissatisfaction with certain working conditions coincide among several respondents, it is advisable for the employer to take measures to eliminate the problems.
3. Increase employee job satisfaction . To do this, the wishes and recommendations of those being dismissed are taken into account.
4. Improve working conditions and productivity . Employees can point out shortcomings in the production process, violations and problems that are not obvious to the employer (equipment malfunctions, difficult living conditions, non-compliance with safety regulations, and so on).
5. Improve the psychological situation . Questioning allows you to identify difficulties in personal relationships within the team of various departments and eliminate conflicts between employees.
6. Prevent emotional dismissal or departure of a valuable employee . For this purpose, it is recommended that the questionnaire be issued to the person immediately after submitting the resignation letter. The survey will allow a person to consider the need for dismissal, and the employer will listen to the employee’s claims and help him change his mind by suggesting ways to solve the problem.
7. Preserve the organization's reputation . Questioning and listening to the employee’s complaints allows you to part with him peacefully and avoid the spread of negative reviews about the employer.

The HR employee is recommended to actively interact with the employee - to explain the purpose of filling out, if necessary, help with registration, clarify answers, suggest ways to resolve the conflict in order to avoid the person leaving (if the organization is interested in him), and so on.

10. Do you already know what you will do after your dismissal? - I already have an acceptable offer - I have several options to choose from - I’m not going to work in the near future - there are no offers, but with my experience and education I can quickly find a suitable job - your decision to leave is final or you could stay at certain conditions?____________ ________________________________________________________________ ___________________________________

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a) work was far from home, b) public transport was poor, c) there was too little free time, d) there was no career growth, e) my qualifications did not improve, f) dissatisfaction with living conditions (apartment, dormitory), g) lack of social benefits (loan, credit, food), h) poorly implemented social guarantees (sick leave, insurance, etc.), i) completely satisfied. Other_________________________________________________________ ___________

Answers to common questions

Question No. 1 : If the organization’s collective agreement stipulates that upon dismissal, an employee must fill out a form. What to do if the person resigning refuses?

Answer : The questionnaire is advisory in nature, so you cannot force a person leaving to fill it out, much less threaten with delays in payments and the issuance of a work book. You can conduct an oral survey.

Question #2 : Can employees be given the option not to answer certain questions?

Answer : It is possible. Only if the employee trusts you, because... some answers may have been marked by another person. See if questions need to be rephrased to see if they are personal or provocative.