Exit Interviews
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.
HR RESPONSABILITY
Population | Primary Responsibility for Exit Interview | Approach |
S22 and below | Site HR Partner or SBP |
|
Executives S23+ | SBP |
|
Leadership Team Members Top Leaders | Head of Talent (or delegate) | |
Future Top Leaders | Talent Management Team | |
Future Functional Leaders | SBP | |
EKAMs | Talent Management Team |
CONSENT FORMS
Individuals must complete a consent form prior to the interview in order for their feedback to be included in the reporting and analysis.
Expand the table below to access the links to the Google form and/or paper consent form for the employee’s country/region. Check whether an individual has consented to the collection of their personal data via Google form here.
If the employee has provided their consent via paper form, retain the signed copy, enter the individual's information in the relevant tab of this file, select "Yes" under the column "Paper Form" and enter your email address.
ANALYSIS AND REPORTING
Data from Exit Interviews is aggregated here and updated on a regular basis.
Exit Interview Data for Reporting and comments shared during exit interviews can be found here. Access to both files is strictly limited to HR.
Similar to the Syensqo Pulse Survey, follow-up action planning will align with the respective scopes of the various HR teams. The process does not prescribe action or cadence but depends upon collaboration among the Talent Growth Platform, SBPs, and Country and Site HR to anticipate and address issues. Below there are some examples:
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