How to Run a Successful Exit Interview

If you're like most companies, you want to do everything you can to keep your employees happy and engaged. But sometimes, despite your best efforts, employees leave. Maybe they're leaving to work on the moon. Maybe they're leaving be hate your new leadership or your company direction.

One way or another, you want to know why. You want to know what you could have done to address these issues before it was too late -- or to address them now before more people leave.

So when an employee does leave, it's important to conduct an exit interview.

Why run this meeting?

Exit interviews are an opportunity to get candid, honest feedback from departing teammates. This feedback can be invaluable in improving your company culture and preventing future turnover.

How long, how often, and who's invited?

Exit interviews should last around 30 minutes. They can be conducted as needed, but it's generally best to conduct them within a week of an employee's departure.

Only the departing employee and a representative from HR should be present.

What to ask when running an Exit Interview?

1. What made you look for another job?

This question can help to identify any dissatisfaction with the current role. It can also help to identify any areas where the company could improve. Write down everything they say, but consider reflecting their answers back at them until you feel like you have a clear understanding of what caused the departure.

You can also ask follow-up questions such as:

• How did your role change over time? Did it change for the better or for the worse?
• Did you feel like you had a positive or negative relationship with your manager? Did you feel like you had a positive relationship with your teammates?
• Did you feel like your work had a positive or negative impact on your life outside of work?

2. Did you feel equipped to do your job well? What could we have done to make it easier for you to do your job?

This question can help to identify any training or development needs. It can also help to identify any areas where the company could improve its onboarding process.

You can also ask follow-up questions such as:

• Did you receive regular feedback and was that feedback helpful?
• Did you feel like you received enough training before you were left to your own devices?
• Did you feel like you had all of the necessary tools to do your job effectively? If not, what tools were missing?

Some training classes such as "How to Get Unstuck When You're Writing Code" or "How to Write a PR That's Accepted" might be helpful.

3. Were clear goals, expectations and career progression opportunities presented to you?

This question can help to identify any areas where the company could improve its communication and goal-setting.

You can also ask follow-up questions such as:

• Did you feel clear about what your manager expected from you on a daily basis?
• Did you feel clear about what your manager expected from you on a weekly basis?
• Did you feel clear about your career progression opportunities?

4. What would you change about the company or your job?

This question can help to identify any areas where the company could improve. It can also help to identify any areas where the employee's role could be improved.

5. Would you recommend [insert company name] as a good place to work to friends? Why or why not? Be honest.

This question can help to identify any areas where the company could improve its employee experience.

You can also ask follow-up questions such as:

• What was the single most rewarding part of working at [insert company name]?
• What was the single most frustrating part of working at [insert company name]?
• How would you describe [insert company name] to a friend?

6. What advice would you give to senior leadership?

This question can help to identify any areas where the company could improve. It can also help to identify any areas where the company's strategy could be improved.

After the meeting:

Take time to review the feedback that you have collected and identify any common themes. Do any of the common themes relate to a single department, such as HR or engineering? Or do they relate to the company as a whole, such as its benefits package or work-life balance?

For example, if you notice that several employees have complained about a lack of training, you may want to dedicate more resources to training and development. Or if you notice that several employees have complained about a lack of communication, you may want to start having more regular meetings with your employees.

Remember, you don't have to make all of the changes that your employees suggest. However, you should consider employing the changes that are most important to your employees and that will have the biggest impact on your company culture.

Exit interviews are an opportunity to get candid, honest feedback from departing teammates. Open the conversation with these starter questions.