Exit Interviews

The primary aim of an exit interview is to find out more about the employee’s reasons for leaving and utilise this knowledge to perhaps make changes to the team, department or business; helping to maximise staff retention. This information could be particularly helpful to ensure the new incumbent of the role settles in quickly and becomes a long-term member of staff.

Exit interviews are an excellent opportunity to gain invaluable feedback from a departing employee, who is far more likely to give frank and objective answers than those still in their jobs. From the departing employee’s point of view, an exit interview is a chance to give constructive feedback and leave on a positive note.

These are some examples of questions that could be asked during an exit interview:

• What is your main reason for leaving?
• What other factors have affected your reason for leaving?
• What could have been done to prevent the situation developing/provide a basis for you to stay with us?
• What can you say about processes/procedures/systems that have contributed to your decision to leave?
• What has been good/enjoyable/satisfying about your time working with us?
• What has been frustrating/difficult/upsetting about your time working with us?
• What are your thoughts on the training we offer; the appraisal system and how your development needs were assessed?
• What are your views on management?
• How would you describe the culture/working environment of your team/department?
• What can we do as an organisation to retain our best people (and not lose any more like you)?
• Would you consider working for us again in the future if the situation was right?
• Are you happy to say where you are going/name of new employer?

What particularly attracted you to them as an employer?

This is also an excellent opportunity to gather important information from the departing employee; especially when they may have accumulated a significant amount of knowledge or personal connections during their time with the company.  This knowledge may be of immense value, yet overlooked until the employee has left.  Therefore, it could be vital to spend time devising a strategy or arranging meetings to ensure that this knowledge is passed to the correct people before the employee leaves.  Many employees are more than happy to help when asked as they will be keen to leave the company on a positive note and retain a good relationship for the future.