How important is an exit interview?

65 Comments

1. AnonymousFebruary 17,2022 at 2:31PM UTC

   Dear... For me an exit interview is just a curtesy meeting. It looks good on paper and sounds like the company cares.

   Most likely the employee is leaving either due a better job and salary package, poor manager or general company issues already highlighted in employee surveys. All-in-all topics that the company should be on top of for employee retainment and possible to see in the employee turnover. And yet Management still accept a percentage of employees leaving the company due to reasons listed prior. What can I say... it looks good and sounds like they care - but they don't. Sorry to say so.

2. AnonymousFebruary 19,2022 at 2:43AM UTC

   Slam dunk response!

3. Sabrina CortesFebruary 19,2022 at 3:22AM UTC

   Yep, I worked for an insurance agency and my manager said that she cared (and even the VP of the department said that they want our feedback), yet when others shared it with them nothing changed. They didn't address any issues directly or call people out for their repeated tardiness or anything like that. So, it's a rare gem to find a company that truly values its employee's feedback.

   I also worked for a resume writing company and was offered an exit interview and never got one. That spoke volumes too. :(

4. Christine JohnsonFebruary 17,2022 at 4:05PM UTC

   As an HR Professional, I truly value the information that is shared directly. It helps bring light to issues/concerns that may not have been surfaced. You are certainly not obligated to provide any information.

5. Linda AnnFebruary 17,2022 at 4:23PM UTC

   I feel like exit interviews are extremely beneficial, however, not everyone receives one, even if requested. This was the situation at my last company. When I left, I requested an exit interview with two different people and no one responded. I think they knew why I (and several others) were leaving and didn't want to waste anyone's time. Sad...

6. AnonymousFebruary 18,2022 at 12:44AM UTC

   I've worked at companies where they truly valued the information given in my exit interview (one even called me a month or so after to clarify a point I made, but I left there due to family circumstances) and I've had others that either don't bother to do them or do anything with the information gathered. In my experience those were the companies that knew what their issues were and why their employees were leaving but just didn't care.

   At my last job, I asked who would see my exit interview and was told only my boss's boss (G) for sure, but he would likely share it with my boss (W). I specifically asked for the board of directors to see my exit interview and was told only if G chose to show them. The first question was "why are you leaving [company]?" to which I responded: "I am leaving a job I love because of G and W and their complete lack of professionalism." From the people I've kept in touch with, absolutely nothing has changed and within 3 months of my leaving they had almost 25% of their full-time staff give notice. I loved that company and it breaks my heart to see it so poorly run, but aside from leaving a glassdoor review, only the people in charge can make the changes needed to fix things.

7. AnonymousFebruary 18,2022 at 1:53AM UTC

   You can mention the matter in your exit interview, but it sounds like the problem is entrenched, so your exit interview might not produce results for your co-workers.

   If you mention the matter, try to do so constructively:

   Constructive: The company would be able to improve retention and employee engagement by making it easier to do [solution 1] and by undertaking [solution 2.]

   Not Constructive: People are leaving this company because

   they’re sick of [problem.]

8. Joan Williams, Senior Talent Acquisition SpecialistFebruary 19,2022 at 3:23AM UTC

   Are companies really still doing these?

   I've never found anything constructive to come out of them. Listen, if they wanted to be a better workplace, they'd already be one.

9. AnonymousFebruary 19,2022 at 1:33PM UTC

   Yes! As an exec at a company that wants to improve culture at all levels yes, we do these. What’s important is to take action on issues that come out of these. If you don’t take action to improve your culture then don’t waste the employee’s or the company’s time.

10. Joan Williams, Senior Talent Acquisition SpecialistFebruary 19,2022 at 7:26PM UTC

    If you are at a company that wants to improve the culture at all levels, why are you waiting until employees are leaving to find out what issues need to be fixed.

11. AnonymousFebruary 19,2022 at 8:52PM UTC

    The exit interview is only one part of the process.
    We survey and talk to employees during the onboarding process (at 15 days, 30 days and 45 days,) we run company wide eNPS surveys, as well as comprehensive employee engagement surveys. The exit interview is one data point. We aren’t perfect but we do strive to understand where we missed for the employee that leaves.

12. AnonymousFebruary 20,2022 at 3:37AM UTC

    Excellent response

13. Joann HalpernFebruary 19,2022 at 2:09PM UTC

    That is everything right there, in your last sentence. Thank you.

14. TK ParksFebruary 19,2022 at 6:45AM UTC

    I think it’s one of those check the box gratuitous processes that larger companies implemented some time ago. Unfortunately I’ve not experienced or seen any positive cultural changes come from exit interviews.

15. AnonymousFebruary 19,2022 at 1:25PM UTC

    I think it’s rare that it will matter much. My old job was an extremely toxic place to work with high turnover. When I was still working there, management was quite vocal about thinking the culture and management were not the problem. Don’t fit in there? You’re the problem.

    My current job is a different story. Great place to work with great management who consistently solicits ways to improve and follows through. I could see them finding exit interview information important.

16. AnonymousFebruary 19,2022 at 1:38PM UTC

    I’ve never done an exit interview in my entire career despite working for multiple employers. Maybe that’s because of the industry I work in - higher education.

17. Ashley BrackenFebruary 19,2022 at 1:46PM UTC

    When I left my last company as the HR Director, it was known why I left. The owners and the new CEO decided to turn a blind eye to the issues and the toxic cycle will continue.

18. Kitty BreedFebruary 19,2022 at 2:07PM UTC

    My last job frankly didn’t care to know. I wish I ‘d had one.

19. AnonymousFebruary 19,2022 at 2:11PM UTC

    I just left my career in healthcare along with another (we collectively had been working there 50 yrs).
    I was in a remote, poorly understood but rather important department of this institution. Because the management was lacking we lost several people. When it became clear the reputation would now prevent other talent from coming in to help us out was when I knew I needed out. We were drowning in work with no end in sight. We were also horrifically underpaid and the company knew it. (They always had the attitude- you're lucky to have a job here) I'd tried pointing it out to upper management and HR for 4 years. They did nothing. Since I had an escape plan and the people I left behind didn't. I couldn't leave without helping them somehow. I sent an "exit letter" to management and HR which triggered and exit interview. In then end my former colleagues got a huge pay bump and removal of the biggest management problem. So it seems if you hit when the timing is right, it can make an impact. I just wish those who had left before me had given me the same courtesy. I realize they didn't due to fear of burning a bridge. I guess I knew I'd never try that bridge again so why not?

20. AnonymousFebruary 19,2022 at 2:14PM UTC

    I had one about 10 years ago when I left a team along with 4 others (team of 10 lost 5 in 6 months).
    We all gave the same feedback (leaving as a result of new manager’s favoritism after the manager who hired us was shuffled out the door), detailing exactly what was going on. The new manager is now being c-suite tracked. So I have no faith in exit interviews.

    But all you can do is put it behind you and make your best life for yourself. Bloom where you wind up planted.

21. AnonymousFebruary 19,2022 at 3:05PM UTC

    I agree with you. I had an exit interview about 6 years ago. I was doing some computer work. I actually wrote down all my complaints with the management. The management was surprised that I did this.

    Even though I left the company, I did get call back from the same company but at other locations.

22. GirlBossanova934974February 19,2022 at 2:27PM UTC

    Exit interviews can work to fix the problems of a company and/or organization. It all depends if the HR Department has some teeth. Simple as that. Take a look! Is your HR Department filled with HR professionals with HR credentials, BS or MS? Are they there full time or just some fill -in from another department? Here's another big check-in. Does your company do 360 reviews meaning supervisors get graded by a random selection of their subordinates and the results turned into HR? Does HR report directly into the Executive Leadership Team? Is hiring being done in-house or being outsourced to the Acme Staffing Agency or staff member's family and friends being hired left and right? Quality empowered HR Depts can and will make changes. Before you hire in, always be sure to check out the company's online reviews. If there appears to be a litany of "problem child" managers running around, keep looking!

23. Crystal VasquezFebruary 19,2022 at 2:32PM UTC

    I had to ask several people, several times for an exit interview at my last company. All I got was a form to complete. I ended up calling HR and telling them my concerns. My old boss ended up getting a promotion- all the problems I addressed stemmed from her. All I can do is move on, be happy my new job/boss is amazing and never ever work for that company again!

24. AnonymousFebruary 19,2022 at 3:02PM UTC

    I agree with you about this about moving on from working from that company.

25. JOHNNYFebruary 19,2022 at 2:43PM UTC

    It is not in the ex-Employees interest to do an exit interview OR pen a nasty resignation letter complaining. If HR were genuinely invested in you would not be leaving ( in most cases ) if you have to do it, make short and sweet. Thank you for the opportunity and bye. They had all year with performance reviews to work on problems and it not against the law for an employer to truthful say you criticized the company upon your departure.. “Thank you very much bye”

26. AnonymousFebruary 19,2022 at 3:06PM UTC

    I agree with you. I had an exit interview about 6 years ago. I was doing some computer work. I actually wrote down all my complaints with the management. The management was surprised that I did this.

    Even though I left the company, I did get call back from the same company but at other locations.

27. AnonymousFebruary 19,2022 at 3:07PM UTC

    Wow, that is really something. I had an exit interview about 6 years ago. I was doing some computer work. I actually wrote down all my complaints with the management on a form. The management was surprised.

    The manager was not promoted but still continues to work there.

28. Tiana MumfordFebruary 19,2022 at 3:04PM UTC

    Good day I think exit interviews are very important. I feel like a lot if jobs skip over them because they do not want to hear what’s going on in these companies.

29. Crystal HowellFebruary 19,2022 at 3:39PM UTC

    It's been my experience that exit interviews are only a "checkbox" on HR's list. Since you are leaving, they won't change anything, and they are just getting through the form.

    Once in a while, you might get a good one. Change has to come from the top and be executed, leaving is peace of mind.

    It's their loss! Others will follow; maybe they will get it?

30. KFebruary 19,2022 at 4:33PM UTC

    I work in HR. The thing about exit interviews is, that if certain managers are the reasons so many people leave, we already know about it and there's not much we can do because sadly, you can't fire someone for being an asshole, because bullying is difficult to prove, and because HR are there to support the company e.g. smooth things over. Trust me, we already know. Also, if there's a problem and it's on paper, that means we have to acknowledge it and do something about it, and some managers really don't want to do that. So pretty much every company I've been in, exit interviews get filed under B for Bin. I don't agree with it, but that's the reality :(

31. AnonymousFebruary 19,2022 at 5:26PM UTC

    Thanks for admitting you are there to smooth things over for the company.
    So many in HR try to pretend there are other reasons.

32. AnonymousFebruary 20,2022 at 12:08AM UTC

    Very true. Sometimes, it seems that the HR department is just trying to settle personal vendettas against their employees.

33. AnonymousFebruary 20,2022 at 12:23AM UTC

    HR = Horrible Rats! Never trust HR, it's never an open door policy....they could care less about their employees. It's all political BS....I don't offer exit interviews. If a manager was toxic and unprofessional and unfair....I email the CEO of the entire firm and put my grievance in writing there. Then I leave. End of story.

34. AnonymousFebruary 20,2022 at 2:26AM UTC

    How did that work for you? Did the CEO’s care?

35. AnonymousFebruary 20,2022 at 3:34AM UTC

    Too funny *lol*

36. AnonymousFebruary 20,2022 at 9:51PM UTC

    I’m guessing no?

37. AnonymousFebruary 21,2022 at 12:15AM UTC

    I firmly believe that managers in HR will cover their tracks and do nothing. So reporting any unprofessional or toxic behavior to the firm's management committee or CEO is the best course of action. I have yet to do this. But I plan on if I am in the position where I do have an exit interview that is created by a toxic environment. Management (Upper mgmt) needs to know.

38. KFebruary 21,2022 at 7:15PM UTC

    Well, once you're an ex employee HR aren'tcreally obliged to take the grievance any further unless it's going to some kind of tribunal. And the CEO I guarantee will drop HR a copy of your email then ignore it, so I don't think you gain anything there.

39. KFebruary 21,2022 at 7:28PM UTC

    Well, I genuinely want to know and see if I can stop anything getting worse, but I can't pretend the company that pays me isn't my master... Some of us fight the good fight as much as we can to balance out the bad guys, shall we say...

40. Crystal VasquezFebruary 19,2022 at 7:01PM UTC

    Then why are these crappy managers promoted?

41. AnonymousFebruary 20,2022 at 12:09AM UTC

    It's political.

42. KFebruary 20,2022 at 12:03PM UTC

    Sometimes it's easiest to promote the incompetent upwards off the shop floor so they can't f**k upthe production line...see the Peter Principle. Also HR don't promote, other managers do who may be protecting said asshole

43. ROMAIN GAUDUCHONFebruary 20,2022 at 5:23PM UTC

    Because HR keeps doing so…

44. ROMAIN GAUDUCHONFebruary 20,2022 at 5:22PM UTC

    and this is why not just HR people should be part of the exit interview as HR is a management function here to protect Managers included the toxic ones…that should have been removed a long time ago!

45. AnonymousFebruary 22,2022 at 3:50PM UTC

    HR is dangerous

46. Sue RidyardFebruary 19,2022 at 5:28PM UTC

    No such thing in my line of work, but why on earth would you waste your time doing an exit interview once you've already decided to leave?

47. AnonymousFebruary 20,2022 at 12:10AM UTC

    Not sure. But it's just a formality. I would keep a copy of the exit interviews as needed for documentation for filing for unemployment.

48. AnonymousFebruary 20,2022 at 2:23AM UTC

    I think it just depends. If there is some stuff really going on and you are upset, at least you can say you spoke up.

49. Shelby CFebruary 19,2022 at 5:37PM UTC

    Coming from a former HR Professional -

    I think that exit interviews are more for the employees. Any astute HR Rep or Manager should know why the person is leaving and if they don't they are likely a large part of the reason. It gives you a chance to air your grievances and find some semblance of closure. Employers don't want you to leave unhappy, so it is a measure that helps to ensure that you are heard which is what most people that voice their concerns and complain are seeking. That doesn't make them invalid. That is just how it is. Once you leave a company, you lose your leveraging power to be a catalyst for change.

    The most important thing is to always remain polite, professional, and courteous - even if they do not reciprocate. You also need to turn in everything that is owner by the company. If you feel like you are going to become angry or cry, remove yourself from the situation.

50. AnonymousFebruary 20,2022 at 12:11AM UTC

    Very true.

51. Shelby CFebruary 20,2022 at 7:44PM UTC

    I forgot to mention since I was speaking somewhat personally that I have done hundreds and it is usually to remind you of the multiple NDAs you signed - one which you are bound to by law that holds criminal penalty for the rest of your life. I also get all of the keys and the person's swipe card, any devices (e.g. phone, tablet, laptop, CAR), tell them the proper procedure to have their future employers verify employment, etc.

    Otherwise, if people are kicked out by Managers with anger issues or the employee just bolts out the door, never to return, I have HOURS of work in front of me having things deactivated and rekeyed. The higher up the ladder, the worse it is because they have access to virtually everything.

52. AnonymousFebruary 20,2022 at 3:33AM UTC

    True that

53. KelliFebruary 20,2022 at 3:46AM UTC

    Exit interviews are only helpful if people are honest…and if you have a company that invests in listening. I’ve only had one that resulted in action, but it still took the organization waaaayyyy too long to deal with the toxic individual who caused me (and many others) to leave. I was gone when they “restructured” and took his powers of authority away. But I also had a good relationship with HR and my exit interview there was over 2 hours providing insight and documentation that other management ignored. Outside of that one example, my others weren’t anything big, because there were no major reasons for leaving.

54. Stephanie LekowskiFebruary 20,2022 at 1:53PM UTC

    Unless it's threatening your personal safety you can't be blunt. If they really cared you wouldn't be leaving or thinking about leaving, so unfortunately you need to make this an "amicable divorce".

55. AnonymousFebruary 20,2022 at 2:55PM UTC

    Had one after 15.5 years with company.
    Didn’t air all my grievances with HR (and didn’t want to burn bridges in case i ever return and its a huge company) but provided general suggestions for improvement regarding promotion processes, 360 feedback, etc…. in a diplomatic way.

    I also had an informal exit discussion with my manager’s new boss and told her the true motivation behind my leaving the company which was bc of my manager… in a diplomatic, professional way. She was receptive and although she was my manager’s new boss i found out in our discussion that I was not the first to express concerns about manager (2 other colleagues expressed concerns). My mind was made up but she told me the door was always open if i ever decided to come back. Although I was leaving the company, I was also in a position to “speak up” for coworkers that were still miserable having to work for a toxic manager.

56. AnonymousFebruary 20,2022 at 9:07PM UTC

    Wow, that is really interesting to hear. I am sorry you had that experience though.

57. C HFebruary 21,2022 at 6:40AM UTC

    So interested in how you spoke diplomatically to the managers new boss on reasons for leaving and how this meeting came about. Did you put time on her/his calendar or did she approach you?

58. AnonymousFebruary 25,2022 at 2:32PM UTC

    On my last day, I reached out for a quick follow-up chat (we spoke briefly before when I put in my 2week notice) and glad i did.

    Informed her that my former manger was unsupportive, didn’t trust his team(i.e micromanaged), created silos within our small team (i.e favoritism), excluded me from meetings/projects, belittled our contributions/ideas in front of internal partners, left us to put out fires bc he had not invested in strategic bridge-building with key partners whom he said were threatened by our overlapping work, etc. She was supportive, thanked me for my work, acknowledged the compliment she had received about me from stakeholders and was complementary of my work. I felt she really appreciated my honesty and more importantly she committed to address my concerns with my former manager.

59. AnonymousFebruary 25,2022 at 7:15PM UTC

    Sometimes, it helps to reach out if possible.

60. AnonymousFebruary 20,2022 at 5:36PM UTC

    I had two exit interviews. The one with HR was quick because I didn't trust them to do anything. The one with the diversity division was extensive and I felt comfortable giving them my honest point of view.

61. AnonymousFebruary 21,2022 at 4:29AM UTC

    I have never seen anything constructive or positive come from an exit interview. It's usually routine and checks a box. Any criticism is explained away post exit.

62. AnonymousFebruary 21,2022 at 6:44AM UTC

    Curious how is it known before an employee leaves just why they are leaving? I’m assuming you’re in HR. I’m too scared to tell HR anything for fear of lost confidentiality and manager retaliation. So how does HR know?

63. AnonymousFebruary 21,2022 at 7:39PM UTC

    I don't work in HR. But it seems that any downsizing or firing of employees is already pre-planned by the management and Human Resources.

64. Maureen B. WeisnerFebruary 23,2022 at 5:09PM UTC

    Keep it professional and superficial. There's nothing to be gained by you personally, you don't know how your feedback could be handled or when you might be in another, preferred place with the same person(s).

65. Kimberly McKenzie-KlemmMarch 21,2022 at 1:46PM UTC

    To me, an exit interview for what was a full hire position is crucial. I worked almost five years as a permanent hire for Boeing and made a career decision to return to contracting. There was a Department re-org going on and my potential next Manager took the time to sit down with me and review my goals and any company alternatives to consider. We both agreed on the decision I reached to leave for my own home office and clients. Not only was it a great exit decision, there was clarity and wisdom on both sides about the best career moves forward I had available. Believe it or not....they even threw me a going away party!