Conducting Exit Interviews

Mar 11, 2025 | Podcast

World at Work Podcast Ep 107 Conducting Exit Interviews

“In order for a survey to mean something, it has to be followed through on the results.”

Avoid the cost of turnover by investing in employee feedback. When done with intention, a simple conversation could make sure your organization is one where people want to work and stay. Exit interviews are not a new concept. Their impact depends on how intentional an organization is with their purpose and process, through things like timing and neutrality. By gathering feedback before employees walk out the door, leaders have the opportunity to make a positive impact on the organizational culture.

Organizations often wait too long to ask the crucial “why are you leaving?” question. Timing is everything. Conducting exit interviews shortly after an employee gives their resignation notice allows for fresh, genuine insights. These should not just be done to check off a box in your Human Resources process. Use the exit interviews as an opportunity to genuinely listen and have a chance to address any grievances in real-time.Jody Maberry once had an organization contact him for an exit interview weeks after leaving his job. It felt like a missed opportunity since that lapsed time left him feeling unheard and undervalued.

Remaining neutral is also crucial when seeking feedback. When exit interviews are done promptly and by someone neutral, the process can be a powerful tool for change. Neutrality matters because it allows the employee the opportunity for an open and honest conversation. This is especially important when someone’s supervisor may be the root of their resignation.

Beyond exit interviews, use a proactive approach by conducting “stay interviews”. Imagine the difference it makes when you regularly check in with your team. It gives you the opportunity to understand their needs and preferences before they even consider leaving. The ROI on understanding employee experiences is huge. One survey can save turnover costs of upwards of 33% of an annual salary! By taking the time to receive feedback, it allows organizations the opportunity to make any appropriate adjustments that may help keep a great employee.

Conducting exit interviews gives organizations an opportunity for improved retention, boosted morale, and a culture of genuine care. Seeking and reviewing feedback is an investment in your company’s future. Giving employees a voice is a way to create workplaces where they feel heard and valued.

To explore ways to implement these strategies in your organization, consider reaching out to Best Culture Solutions at bestculturesolutions.ca or emailing Tim directly at Tim@bestculturesolutions.ca. Together we can come up with your best culture solution.