Perform Exit Interviews

How to Conduct an Exit Interview

Holding an exit interview gives an employer valuable information.
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The exit interview with a terminating employee is your opportunity to obtain information about what your organization is doing well - and, what your organization needs to do to improve. Used in concert with employee satisfaction surveys, exit interviews are a rich source of information for organization improvement.

Exit interviews are key to organization improvement since rarely will you receive such frank feedback from current employees.

You'll find that some items were resolvable with earlier information but others are not, such as the desire for a large salary increase.

Unfortunately, if you are learning improvement ideas or employee concerns at the exit interview, it is too late to take action to improve or help the exiting employee. The best time for an employee to discuss concerns, dissatisfaction and suggestions with his employer is while he is a committed employee, not on his way out the door.

Make sure your organization provides multiple opportunities to gather and learn from employee feedback, including surveys, department meetings, comment or suggestion forms, and more.

You are interested, during the exit interview, in the feedback of employees who voluntarily terminate their employment with your organization. However, don't miss the opportunity to ask for feedback from employees you fire for attendance or performance.

You may obtain useful information during the termination meeting with employees you fire.

In a recent termination meeting, the fired employee told me the job had burned him out because it was boring. I was able to offer some encouragement about completing school in lieu of another boring light industrial position.

Exit interviews are commonly performed in person with the departing employee. Sometimes, the manager conducts the exit interview, but most often, a Human Resources staff person holds the exit interview.

Some organizations use written or online questionnaires to conduct exit interviews. I am a proponent of talking with the departing employee to more completely explore and understand his or her views during the exit interview.

The exit interview questions you ask are key to obtaining actionable information. Start your exit interview with light discussion to help your departing employee feel comfortable answering your questions. Assure the employee that no negative consequences will result from honest discussion during the exit interview.

Explain that you will use the information provided during the exit interview, in aggregate format, to help your organization improve and retain valued employees. Freely explore each response further for clarification and complete understanding.

Here are sample exit interview questions.


These are sample exit interview questions. Feel free to copy and use any combination of these exit interview questions in your organization. The first suggested question is critical and it is the most important question you will want to ask.

  • What caused you to start looking for a new job in the first place?
  • Why have you decided to leave the company?
  • Have you shared your concerns with anyone in the company prior to deciding to leave? What was the response?
  • Was a single event responsible for your decision to leave?
  • What does your new company offer that encouraged you to accept their offer and leave this company?
  • What do you value about the company?
  • What did you dislike about the company?
  • The quality of supervision is important to most people at work. How was your relationship with your manager?
  • What could your supervisor do to improve his or her management style and skill?
  • What are your views about management and leadership, in general, in the company?
  • What did you like most about your job?
  • What did you dislike about your job? What would you change about your job?
  • Do you feel you had the resources and support necessary to accomplish your job? If not, what was missing?
  • We try to be an employee-oriented company in which employees experience positive morale and motivation. What is your experience of employee morale and motivation in the company?
  • Were your job responsibilities characterized correctly during the interview process and orientation?
  • Did you have clear goals and know what was expected of you in your job?
  • Did you receive adequate feedback about your performance day-to-day and in the performance development planning process?
  • Did you clearly understand and feel a part of the accomplishment of the company mission and goals?
  • Describe your experience of the company’s commitment to quality and customer service.
  • Did the management of the company care about you and help you accomplish your personal and professional development and career goals?
  • What would you recommend to help us create a better workplace?
  • Do the policies and procedures of the company help create a well-managed, consistent, and fair workplace in which expectations are clearly defined?
  • Describe the qualities and characteristics of the person who is most likely to succeed in this company.
  • What are the key qualities and skills we should seek in your replacement?
  • Do you have any recommendations regarding our compensation, benefits and other reward and recognition efforts?
  • What would make you consider working for this company again in the future? Would you recommend the company as a good place to work to your friends and family?
  • Can you offer any other comments that will enable us to understand why you are leaving, how we can improve, and what we can do to become a better company?

End the exit interview meeting on a positive note. Commit to using the information provided to improve your workplace.

Wish your employee success in his or her new endeavor. End the exit interview graciously.

Find out more about exit interviews.

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