How to conduct an effective exit interview
Before the meeting
- Arrange the interview before the employee's final working day
- Choose a private, comfortable environment where the employee can speak openly
- Explain the purpose of the interview and how the information shared will be used
- Prepare a set of questions in advance while allowing flexibility for discussion
- review the employee's role and length of service to help tailor the conversation
During the interview
Managers should adopt a professional, open and non-defensive approach. The aim is to listen and learn rather than justify decisions or challenge views. Good practice includes:
- Thanking the employee for their contribution to the setting
- Encouraging honest and constructive feedback
- Asking open-ended questions
- Listening actively and without interruption
- Remaining neutral and respectful, even if difficult issues are raised
- Taking notes or recording key themes (ensuring this is with agreement)
Points to remember
- Exit interviews should never be used to persuade an employee to change their decision
- Feedback should be treated respectfully and confidentially
- One individual's comments may not represent the views of all staff, but recurring themes can highlight important areas for improvement
- Acting upon feedback demonstrates that the organisation values staff opinions and is committed to continuous improvement