How to Conduct an Effective Exit Interview: What to Do (and What NOT to Do)

Exit interviews can be one of the most insightful aspects of the employee offboarding process. When done right, they offer valuable feedback that can help improve your company culture, retain employees longer, and identify areas for growth. But when done wrong, they can leave your employees feeling unheard and lead to missed opportunities for improvement.

In today’s blog, we're diving into the do's and don'ts of conducting a productive exit interview, along with a humorous take on what happens when things go terribly wrong. Spoiler alert: It's an exit interview gone wrong you don't want to replicate!

Watch the video below to see what not to do in an exit interview. Trust me, you'll want to avoid these mistakes.

Why Exit Interviews Matter

Exit interviews serve as a powerful tool to understand why employees leave your organization. This feedback provides you with critical insights that can directly impact your hiring strategy, employee engagement efforts, and retention tactics. But only if you do it right.

A well-executed exit interview can:

• Highlight common issues contributing to turnover

• Help identify gaps in leadership or company culture

• Improve your onboarding and training programs

• Offer valuable insights into how employees feel about career growth

However, when exit interviews go wrong, they can create confusion and frustration—leaving employees feeling like their concerns are being brushed aside. That's exactly what we’re showcasing in the humorous skit below!

Watch: Exit Interview Gone Wrong

In this comedic scenario, Jude (the employee) is leaving the company, but Nelly (the manager) seems a little... well, out of touch. Check out the video to see the conversation that should never happen during an exit interview:

What Went Wrong in This Exit Interview?

Let’s break down the mistakes made in this skit. We’ll point out the common pitfalls that make exit interviews ineffective and give you the tools to avoid them in your own company.

1. Lack of Active Listening
   The manager, Nelly, doesn’t take the time to listen to Jude’s reasons for leaving. Instead of asking follow-up questions or digging deeper into the issues, she immediately brushes off his concerns. Always remember: an exit interview is a conversation, not an interrogation. Make sure to listen actively.

2. Failure to Address Career Growth
   Jude expressed the need for career progression, but Nelly responds with a dismissive comment about a one-time training session. Offering employees opportunities to grow is crucial for retention. If someone is leaving because they feel stagnant, acknowledge their need for career development and see how you can improve those pathways.

3. Dismissive Tone
   Throughout the video, Nelly adopts a “we did enough” attitude. This kind of response can leave employees feeling like their concerns are not valued. Acknowledge their contributions and feedback with respect and gratitude, even if the conversation is difficult.

4. Not Creating a Safe Space for Honest Feedback
   Exit interviews need to be confidential and safe for employees to share their true feelings. If employees feel uncomfortable or think their feedback will be ignored, they won’t be honest. Make sure your exit interviews are conducted with transparency and without any judgment.

Tips for Conducting a Productive Exit Interview

Here are a few quick tips on how to turn your exit interviews from a missed opportunity into an insightful conversation:

• Prepare in advance: Have a set of open-ended questions ready that allow employees to share both positive and negative feedback.

• Be an active listener: Encourage the employee to elaborate on their thoughts, and don’t interrupt them.

• Focus on solutions: Ask what could have been improved during their time at the company. Look for ways to make changes that will prevent future turnover.

• Create a comfortable environment: Conduct the interview in a private, relaxed setting. This shows that you respect their opinion and gives them the freedom to speak openly.

Make Exit Interviews Work for You

While exit interviews can sometimes be uncomfortable, they provide an invaluable opportunity to gain insight into your company’s strengths and areas for improvement. If conducted correctly, they can serve as a critical tool in boosting your company’s culture, enhancing employee retention, and ensuring that your employees feel valued—whether they stay or leave.

Avoid the mistakes shown in the video, and you’ll be on your way to conducting exit interviews that actually make a difference.

Download your free Exit Interview Template now and ensure your next exit interview is productive, insightful, and valuable for both your business and your team.