The Ombuds Blog: Ombuds and the Exit Interview

November 27, 2018

Ombuds and the Exit Interview

A recent article in the U.S. News & World Report mentions Ombuuds as possible resource for confidential exit interview. However, the article points out that some other exit interview processes may not be as confidential. The article also quotes Vik Kapoor, an Ombuds with FEMA, who also works as a career coach. He recommends employees prepare for an exit interview so they can be honest, but constructive.

His coaching tips could be useful for Ombuds whether they are coaching a visitor or conducting an exit interview. (USNWR via WTOP.)

Related posts: IOA Announces Winner of 2014 Writing Competition; Many 2016 ABA Dispute Resolution Section Leaders Have Ombuds Ties; Ombuds Speaking at EEOC Training Conference.

2 comments:

Steven Prevaux11/27/2018 12:51 PM
Great post- thanks for highlighting this reference.
ReplyDelete
Replies
Anonymous11/30/2018 2:00 PM
It's important to be honest, and constructive.
ReplyDelete
Replies

Add comment

Subscribe to: Post Comments (Atom)

Organizational Ombuds

Organizational Ombuds serve as a confidential, independent, neutral and informal dispute resolution resource for a specific entity. They are accessible to a defined population and can advocate for fairness. These unique characteristics distinguish Organizational Ombuds from Classical Ombuds, mediators, arbitrators, and other alternative dispute resolution professionals. The term "Ombuds" is shorthand for "Ombudsman," "Ombudsperson" and "Ombuds Officer," which also are used widely.

Some other variants include:

Austria -- Ombudsstelle

Brazil -- Ouvidor

Croatia -- pravobranitelji

France -- médiateur/defénseur

Germany -- Ombudspersonen

Italy -- difensore

Netherlands -- ombudspersoon

Norway -- ombudet

Poland -- Rzecznik

Portugal -- provedor

Russia -- омбудсмен

Spain -- ombudsman organizacional

Sweden -- studentombud

Switzerland -- ombudsmann

Comment Policy

Content and Relevance

Stay on topic: Comments should be relevant to the post.
Be respectful: Personal attacks, insults, profanity, inflammatory language, and discriminatory or harassing comments will not be tolerated.
No self-promotion or spam: Comments should contribute to the conversation and not be used to for commercial purposes.
No confidential information: Do not share confidential information about your organization or visitors.

Length and Format

Keep it concise: Comments should be clear and to the point. Excessively long comments may be edited for clarity and length.
Use appropriate formatting: Do not use all caps unnecessarily. Comments may include HTML formatting for readability.

Other Considerations

Be professional and respectful: Please be mindful of your content, even when commending anonymously.
Comments may be edited: I reserve the right to remove or edit any comments that violate these guidelines. My edits will be noted.
Complaints about IOA: This is not the appropriate forum to lodge formal complaints against the International Ombuds Association.
Guest editorials: Please email me directly to discuss a guest editorial offering a longer, more in-depth perspective on a topic related to the organizational ombuds profession