An exit interview offers an excellent opportunity to gather meaningful feedback from employees who have chosen to leave the organisation. Such a conversation can be used to derive actionable insights—highlighting what is functioning well within the company, and where there may be room for improvement or even structural weaknesses. The interview should form an integral part of the offboarding process. A respectful, thoughtfully conducted departure helps ensure that departing talent retains a positive impression of the organisation. This may prove advantageous in future—former employees may go on to recommend your company or leave a favourable employer review on platforms such as Kununu. This is a key element of employer branding.
How to Conduct an Exit Interview: What Matters Most?
A successful exit interview requires tact and a constructive atmosphere. Emotions may be heightened—after all, there were reasons behind the resignation. It is therefore essential to avoid certain missteps and to encourage open, honest dialogue. The meeting should certainly not be used as a final chance to express criticism or grievances toward the departing individual. Blame or judgment have no place in an exit interview. Instead, the focus should rest on obtaining constructive feedback: Where do daily operations falter? What could be improved in terms of employee satisfaction and corporate culture?
Exit Interview Template: Questions that Yield Insight
To make the most of the conversation, a structured questionnaire can be a helpful preparation tool. The following questions may offer valuable insight into reasons for departure and potential areas for development:
- What prompted your decision to leave the company?
- What did you enjoy during your time here, and what were the primary sources of dissatisfaction?
- Were there specific events or situations that had a particularly positive or negative impact on your experience?
- Did you feel you had sufficient opportunities for professional growth and development?
- If not, what would you have wished for?
- How would you describe the company culture?
- Are there aspects you particularly valued—or others you would suggest improving?
- Were there challenges where you felt the organisation did not provide adequate support?
- Do you have specific suggestions or recommendations for how we might improve in supporting and developing our employees?
Note: At the end of this article, you will find a valuable guide to exit interviews, including additional questions and thematic prompt cards.
An Exit Doesn’t Have to Be Goodbye Forever
A well-structured offboarding process that includes a comprehensive exit interview not only demonstrates respect and appreciation for the departing employee, but also serves as a valuable mechanism for ongoing organisational learning and improvement. Both parties can then move forward on positive terms. And who knows—paths may cross again in the future. Rehiring is an increasingly strategic consideration in HR management.
Free Step-by-Step Guide: How to Conduct an Effective Exit Interview
Would you like to make your exit interviews more structured and insightful? Download our free Exit Interview Guide! It contains a detailed plan and thematic cards to engage employees actively and help you gather meaningful insights. Make the most of this opportunity to optimise your offboarding process—and lay the foundation for strong employer branding and lasting goodwill from former team members.