What is

Exit Interview


An exit interview is a meeting, in person or online, conducted when an employee leaves their post. The purpose is to get feedback from the employee, understand their reasons for leaving, and learn about their work experience.

What Is an Exit Interview?

An exit interview is a conversation that takes place when an employee leaves an organization. It’s typically on their last day of work and centred around providing feedback. It benefits the employer to understand the employee's reasons for leaving and to get an idea of their overall experience working there. 

Exit interviews can take various forms. It can be a face-face interview between the employee their manager or human resources. Alternatively, an exit interview can be a survey. 

The Value Exit Interviews Bring 

Exit interviews are a valuable tool for companies. They provide departing employees with the opportunity to share their honest feedback, which can be incredibly useful in making positive changes for the future. Here are some key advantages of conducting effective exit interviews:

  • Friendly Goodbyes: A well-done exit interview ensures that employees leave on good terms, increasing the chances of them returning to the company later on.
  • Organized Departures: Exit interviews help in tying up loose ends, such as returning company property or finalizing agreements.
  • Open Q&A: Departing employees may have questions they want to ask for clarity, and an exit interview is the perfect time for that.
  • Private Feedback: Exit interviews offer a private space for employees to express any frustrations or complaints, preventing any potential public airing of grievances that could damage the company's reputation.

Overall, exit interviews create a positive departure experience while offering valuable insights to improve the organization's practices.

How to Go About an Exit Interview 

Conducting a useful exit interview is essential for gathering valuable insights and improving our organization. Follow these tips:

  • Set Expectations: Let the departing employee know the purpose of the interview.
  • Choose the Right Interviewer: Have someone other than their direct manager conduct the interview for openness.
  • Keep it Confidential: Reinforce that the interview is entirely confidential.
  • Prepare Relevant Questions: Come with thoughtful and relevant questions beforehand.
  • Show Support: Express excitement and support for the employee's future opportunities.
  • Take Action: Use the feedback received to improve the experiences of other employees.
Questions You Can Ask 

For the questions, focus on those that genuinely help us improve the work environment and keep our team happy. Ask around 10 questions, and maybe even request specific examples for better insights:

  • Why did you decide to leave?
  • What does the new company offer that we don’t?
  • How could we have retained you?
  • Would you consider coming back?
  • Were you comfortable discussing concerns with your manager?
  • What could your manager have done better?
  • Did you receive helpful feedback and clear objectives?
  • The best and worst part of your job?
  • Changes you'd like to see in your role?
  • How can we enhance our training and development program?
  • Describe our company culture and how it made you feel.
  • Did you feel appreciated and valued here?
  • Suggestions to improve employee morale?
  • Would you recommend our company to a friend?
  • Qualities to look for in your replacement?

By following these steps and asking the right questions, we'll gain valuable insights to make our workplace even better for everyone.