INTRODUCTION

Exit Interviews in Syensqo follow a simple, standard, and sustainable approach for extracting insights following the voluntary resignation of individuals S22 and below, as well as those who are part of Talent Pools, in order to learn more about the motivations behind leaving across various demographics (gender, site, country, region, GBU/function, years of service, age range, etc.).  These insights help us proactively address engagement among the current and future employees.

The key principles for Exit Interviews are:

• A definition of “Regrettable Losses” aligned with the SuccessFactors exit management process.
• A simple, standardized questionnaire in order to collect feedback and enable data analysis and identification of opportunities for improvement.
• Clear accountability and coordinated collaboration between Site HR Partners, SBPs, and the Talent Growth Platform to meet with the individual and collect their feedback, while avoiding repeat conversations.

Why does this moment matter? 

Leaving a job is a critical "Moment that Matters" along the Employee Journey.  During the exit interview and in the overall exit process, individuals should feel supported and able to share their experience honestly, without fear of retaliation or judgement. Concerns related to ethics and integrity should be reported using the proper channels.

What is the process?

In general, Exit interviews follow the voluntary resignation of individuals S22 and below and are conducted by Site HR Partners. Further coordination with Country HR or SBPs should be considered depending on the circumstance.
HR drives the Exit Interview process with employees, including the following activities : 

• Sending the relevant consent forms and ensuring the form is signed. Individuals MUST complete a consent form in order for their feedback to be included in the reporting and analysis.
• Scheduling the exit interview prior to the employee's last day at work,
• Completing the Exit Interview Feedback form. NOTE: this form should be completed by HR and NOT the employee.
• Coordinating interview activity with other HR colleagues as appropriate, depending on the employee's S-grade / talent group.

Additional details of the process can be found in the Exit Interview Process Document.

VOLUNTARY RESIGNATIONS

Exit interviews follow the voluntary resignation of individuals S22 and below and are conducted by Site HR Partners. Further coordination with Country HR or SBPs should be considered depending on the circumstance. Individuals must complete a consent form prior to the interview in order for their feedback to be included in the reporting and analysis. 

REGRETTABLE LOSSES

Exit interviews will follow the voluntary resignation of individuals from one or more of the following key populations: 

• Group Critical Positions (S23+, EKAM).
• Emerging & Future Top Leaders / Leaders.

Individuals must complete a consent form prior to the interview in order for their feedback to be included in the reporting and analysis.