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An Excellent Guide for Exit Interviews in an Organization

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An Excellent Guide for Exit Interviews in an Organization

Regardless of whether you are sad or relieved to see your employees leave your organization, in any case, it is crucial to treat these transitions with care, and an exit interview can be an incredible way to leave the relationship in the best place possible. While specifics vary widely between organizations, industries, and job types, a basic exit interview definition includes any activity that allows an organization to exchange information with someone before their departure.


An exit interview gives a chance to the organization to seek feedback about an employee’s experience. Accumulating feedback can enable organizations to recognize areas for improvement. Some common ways to conduct an employee exit interview include:


  • One-on-One Discussion: Because of the high significance of exit interviews, this technique is the best and most common. A one-on-one discussion gives the interviewer the chance to ask useful follow-up questions, gain an understanding of how employees feel about the company, and leave the relationship as positive as possible.

  • Survey: On the off chance that your company has a considerable measure of temporary or seasonal employees who leave in a mass exodus, an online survey might be the best way to conduct employee exit interviews. While certainly less personal, this strategy is better than not conducting exit interviews at all.


Benefits of Conducting Exit Interviews

Especially considering the relatively small investment of around 30 minutes to an hour is all it takes, there are plenty of benefits to conducting exit interviews:

  • Private Venting: People should be heard. If you do not give your employees the chance to share feedback secretly before they leave, they may discover ways to do it all the more freely after they are gone. Regardless of whether that implies spreading their experience by word of mouth or leaving a scathing Glassdoor review, you will be much better off if you can enable employees to move things out into the open before they exit the company.

  • Genuine Feedback: As said above, the clearest reason for exit interviews is to accumulate feedback. Hopefully, employees feel safe giving feedback all through their employment without it negatively affecting their jobs. However, the colossal thing about a departing employee is they do not have much to lose by speaking their mind. Therefore, ask the intense questions.

  • Q&A: You probably won't be the only one with questions, your employee may also have a couple of things they might want to be replied, as well. They might search for answers on why they were left behind for a promotion last year. An employee exit interview can give great clarity.

  • Amicable Parting: Whether your employee is leaving as a result of their decision or yours, they still deserve respect. An exit interview probably won't have the ability to correct every less than satisfactory experience, yet it can certainly help.

  • Employment Wrap Up: An exit interview is an ideal place to guarantee employees see any lingering obligations like hardware returns, non-competes, intellectual property agreements, etc. To prepare the checklist and make sure everything is done properly, an efficient HR management solution can come to the rescue.



Before your employee exits the door for the last time, make sure you have done all that you can to gain from them and leave the relationship in a friendly place. When done carefully, exit interviews give a ton of advantages to your organization and your departing employees. If nothing else, it gives a chance to wrap up any last to-dos and say goodbyes. 

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