Exit interviews are held before an employee officially leaves the company. These interviews are often a conversation between the departing employee and a leader who wants to gain insight on why the employee is leaving.  

Exit interviews can be a great way to receive solid feedback and help your company improve retention strategies.  

Important questions to ask  

  • What actions led you to the decision to leave the company?  
  • How do you feel about management? What changes would you make?  
  • What was your best experience in the office?  
  • Do you feel like you had proper training?  
  • Do you feel like there was career growth in the company? If so, was it attainable?  
  • What criteria were you looking for when choosing a new employer?  

Act on the feedback 

Use exit interviews as an opportunity to ask a departing employee why they no longer want to work at the company. These interviews can be vital for finding reasons why employees want to leave and seek employment elsewhere.  

Once you have gathered enough information, thank them for their honesty and openness, and act on the feedback you received. For example, if micromanagement was the main reason the employee decided to leave the company, set up a meeting with other leaders and talk about how this issue can be resolved. When an individual faces challenges with a particular aspect of the company, it’s likely that others are encountering similar struggles as well. 

If you don’t plan to do anything with the feedback, don’t spend your time or your employee’s time conducting exit interviews. 

Create an employee survey 

After an exit interview, leaders are typically given various reasons why an employee chose to end their employment. Use this knowledge to create an employee survey to try and see if others also feel the same way. Going back to the micromanagement example, consider asking in the survey how employees feel about management and if there is anything they wish they could change.  

If leaders get results back and see that many employees also feel micromanaged, then it may be time to investigate who is doing the micromanaging. Creating these surveys after an exit interviews can help provide leaders with enough information to reduce turnovers and retain current employees.  

Exit interviews are a great way for leaders to reflect on their company and how they treat their employees. Before an exit interview, create a list of questions you would like to have answered by the end. It is important to always go into these interviews prepared with questions that can help your company improve retention strategies for the future.