Why exit interviews matter and what you need to do

An employee leaving your team can provide valuable insight into the on the ground culture and what employees really feel about specific aspects of your business.

Shockingly, more than 55% of UK employees who resigned from their last job were not invited for a formal leaving interview (CIPD).

Exit interviews allow you to bridge the gap between why you think employees are leaving your team, and why they actually are.

When you welcomed this new team member, you likely invested heavily in onboarding to set them up for success. Investing in the offboarding process is equally as important.

You may already have a procedure in place for the return of equipment and handover of work, so adding an exit interview, led by a member of your HR team, can be an effective and easy way to gain a better understanding of your team and help you recognise where you may need to make changes to retain employees long-term. If you don’t have a HR team, this could be led by a member of the senior team who the employee does not report into.

What is an exit interview?

An exit interview is an opportunity for you to connect with your departing employee to gain valuable insight into their experience and why they might be leaving your company.

Exit interviews give you the chance to discuss matters which an employee may feel uncomfortable discussing if they are in employment. You can understand their view on your culture, work life balance, career progression opportunities and more.

Asking questions in an informal capacity can prove more effective than presenting your employee with a questionnaire, and means you can elaborate on specific questions depending on their answer and your goals for the conversation.

Why does it matter?

In any ideal situation, you want all departing employees to leave with a positive frame of mind, feeling supported and understood.

In a recent survey reported by the CIPA, the majority of employees would feel comfortable to discuss their views with employers if requested, however if they do not have this chance they may take to platforms such as Glassdoor and Comparably to air their views on your company.

What questions can I ask in an exit interview?

Here are a few examples of questions you could use to start your discussion. Remember – questions that start with who / what / why / when / how are better at prompting more descriptive answers, avoiding those dreaded yes / no replies.

• Why have you decided to leave?
• What do you think could be improved about the onboarding process?
• How did you feel the job description aligned with your day to day responsibilities?
• What words would you use to describe our company culture?
• What did you like most and least about your role?
• How did you feel your salary aligned with your role?
• What opportunities were given for your chance to progress in the company?
• What suggestions do you have for the company and how we can improve?
• What could we have done better to help retain you in the team?
• How would you describe your relationship with your manager?

If you anticipate a vacancy in your team, contact us to find your next hire.