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Saying Goodbye: How to Conduct Effective Exit Interviews

Chad Brooks
Chad Brooks
Business News Daily Staff
Updated Jun 29, 2022

Exit interviews aren’t the time-wasting formality that some departing employees might think they are, new research finds.

The majority of human resources managers listen carefully to what’s said during interviews with exiting workers, with more than 60 percent saying their organization takes action on the feedback given by employees on their way out, according to a study from the staffing firm OfficeTeam.

Specifically, 29 percent of those who act on the newly gleaned information update job descriptions, 24 percent address comments about management, 22 percent make changes to the work environment, and 19 percent review employee salaries.

The ability to obtain candid feedback is sometimes the only silver lining to losing an employee, said Brandi Britton, a district president for OfficeTeam.

“Departing workers can provide valuable insights that current staff may be reluctant to share,” Britton said in a statement. “Although not every criticism will be worth responding to, the most crucial issues should be addressed immediately to help keep existing team members happy and loyal.”

To help employers, OfficeTeam offers several tips for conducting effective exit interviews:

  • Get the timing right. Exit interviews should be brief and scheduled on one of the worker’s last days.
  • Leave bosses out of it. Having a direct supervisor sit in one the interviews can often be uncomfortable for departing employees and might make them hold back on what they say. It’s better to have human resources representatives conduct one-on-one meetings in private. 
  • Explain the process. Before getting started, be sure to explain to the employee why you are conducting the interview, how the information will be used, and that what they say will be kept confidential.
  • Ask the right questions. Keep the questions brief and on the general side. Ask them about why they are leaving, what they liked and disliked about the company and what recommendations they have to make it a better place to work.
  • Don’t be defensive. Accept what the employee says and don’t try to correct or confront them on any of their criticisms.
  • Take what’s said to heart. The whole point of these interviews is to find ways to improve your organization. Be sure to give all comments the attention they deserve. In addition, see if what’s being said has been echoed in previous exit interviews. If so, that’s a sign of a persistent problem that needs fixing.

The study was based on surveys of more than 300 HR managers at U.S. companies with 20 or more employees.

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Chad Brooks
Chad Brooks
Business News Daily Staff
Chad Brooks is a writer and editor with more than 20 years of media of experience. He has been with Business News Daily and for the past decade, having written and edited content focused specifically on small businesses and entrepreneurship. Chad spearheads coverage of small business communication services, including business phone systems, video conferencing services and conference call solutions. His work has appeared on The Huffington Post,,, Live Science, IT Tech News Daily, Tech News Daily, Security News Daily and Laptop Mag. Chad's first book, How to Start a Home-Based App Development Business, was published in 2014.