Are Exit Interviews Just Formalities or Can They Offer Real Insights? What’s Your Take?

Most people in organizations feel that exit interviews are just a formality. Most of the time, it depends on the seriousness of the organization and the departing employee to make the process of the exit interview a success and derive maximum benefits from it.

What is your view on this?

The purpose of the Exit Interview is to obtain confidential feedback from employees who are voluntarily ceasing their employment with the organization. Departing employees provide valuable information regarding current work practices, reasons for leaving, and other information that can be used to assist management in improving future working conditions and identifying underlying trends in an effort to curb instances of staff turnover.

The exit interview is an opportunity for an employee to voice any comments or suggestions that have not been addressed during their employment. The exit policy also formalizes the separation process by clearly outlining all responsibilities of both the employer and the departing employee, e.g., confidential information, return of keys/property, etc.

Thanks

Although the purpose of an Exit Interview is known, is the exit interview process successful? I mean, are companies serious about it? I worked in an IT firm where my exit interview was less than 5 minutes.

Hi Sanipi,

An exit survey is beneficial if it is accepted in letter and spirit. However, frankly speaking, very few organizations are open to criticism. It is often utilized more for statistics and routine procedural aspects rather than for the actual benefits involved. As an HR professional, I believe that exit surveys should be conducted in the following manner:

i) In a congenial, tension-free atmosphere.
ii) Employees must feel at home and comfortable.
iii) Employees should be motivated to share both positive and negative aspects of their experiences, enabling them to provide frank suggestions for improvement that could benefit the organization in the future.
iv) When separating employees, particularly those retiring, as they have nothing to lose, they tend to be more candid and forthright, drawing on their years of experience.
v) Organizations should act on the feedback from exit surveys and communicate the steps taken based on the suggestions received. This will show other employees that their feedback is valued and acted upon, fostering a sense of being heard within the organization.
vi) Gradually cultivate an environment where employees trust and believe in the exit survey process.

All the best, and remember, "First exist, then exit."

Premson