Types of Interviews: Exit Interview

 

Employee turnover is an inevitable part of any organization. However, there is a bright side to

everything. When employees leave, it presents an opportunity for companies to gain valuable

insights about their work environment, identify areas for improvement, and enhance their

overall employee experience. Exit interviews are conducted with departing employees. They

serve as a bridge between their departure and the potential growth of the organization. Exit

interviews are structured conversations held with employees who are leaving the organization

voluntarily or involuntarily. They shed light on the reason behind the departure of an employee

and the thoughts of the employee about the organisation.

The unveiling of the underlying reasons behind an employee's decision to leave, through an

exit interview, helps identify patterns or recurring concerns that may be affecting the retention

rates of the company. By addressing these issues, organizations can work towards creating a

more positive and supportive work environment.

This feedback taken by employees who are leaving is more valid than one taken by employees

currently working at the company because departing employees often provide honest feedback

during exit interviews. Their perspectives can highlight areas of improvement, such as

inadequate training programs, ineffective communication, or lack of career growth

opportunities. This feedback can serve as a blueprint for positive change within the

organization.

Moreover, exit interviews contribute to the evolution of an organization's culture. By paying

attention to the feedback provided by departing employees, companies can identify cultural

gaps, foster diversity and inclusion, and strengthen employee relationships. This leads to a

more positive and engaging work environment for current and future employees.

There are certain steps which the interviewer is suggested to follow, to complete a beneficial

exit interview. First would be even before the interview, when the interviewer is required to

assure the departing employees that their feedback will be kept confidential. This encourages

them to be open and honest during the communication. This is more effective when it is

conveyed by someone who has not been previously involved in the employee’s day to day work

life so as to not be intimidated by the interviewer. To ensure unbiased feedback from the

employee, consider having exit interviews conducted by a third party or an HR representative

who is not directly involved in the employee's department.

Another step to be partaken before the conduction of the interview is research. The interviewer

should prepare a set of standardized questions that capture crucial aspects of the employee

experience, such as job satisfaction, communication, and growth opportunities. These

questions should be tailored to the individual's role and experiences within the organization.

Now we come to conducting the interview. Since exit interviews are insightful conversations,

it is important for the interviewer to actively listen to the employee's responses. The next step

would be asking follow-up questions catered to these responses, to gain deeper insights about

the employee’s experience at the company. It is the interviewer’s job to make the employee

feel heard and valued, and willing to share honest opinions about the company. By actively

listening to departing employees and implementing their feedback, organizations can create a

more engaging and supportive work environment, leading to improved employee retention and

overall organizational success.

After the interview, an important task of the interviewer is to document the feedback received

from the interview and analyse it to identify trends in the departing of employees, common

concerns hosted by the employees, and opportunities for improvement of the company. This

data is useful to inform any future strategic decisions and policy changes regarding the

company.

Below are some sample questions and answers as an example of an exit interview:

Q1: What are the primary reasons for your decision to leave the company?

Ans: The primary reasons for my decision to leave the company are the lack of growth

opportunities and career advancement. I have learnt everything I can from this company and

wish to change to expand my skillset.

Q2: Were there any opportunities for growth and development that you feel you missed out on?

Ans: I feel that I missed out on opportunities for growth and development due to limited

training and professional development programs provided by the company.

Q3: What aspects of your job or the company did you enjoy the most?

Ans: I had a very supportive team and thus enjoyed the collaborative work environment and

interacting with my team members the most in my job and the company.

Q4: What aspects of your job or the company did you find challenging or frustrating?

Ans: I found inconsistent communication between the manager and our team with frequent

changes in priorities which was challenging and frustrating in my job.

Q5. Tejal: Did you feel valued and appreciated for your contributions during your time here?

Ans: During my time here, I felt valued and appreciated for my contributions by my immediate

team. However, I felt that my contributions were undervalued at the organizational level.