Definition
A structured conversation conducted with an employee who is leaving the organisation, designed to gather feedback about their experience, reasons for leaving, and suggestions for improvement. Exit interviews provide valuable data for improving retention and workplace culture.
UK Context
There is no legal requirement to conduct exit interviews in the UK, but they are widely considered best practice. Data gathered must be handled in accordance with UK GDPR. If an employee raises issues during an exit interview that suggest discrimination or other legal concerns, the employer should investigate.
Best Practices
- Offer exit interviews to all leavers and make participation voluntary, not compulsory
- Have the interview conducted by someone other than the employee's direct line manager to encourage candid feedback
- Analyse exit interview data for trends and themes, and report findings to senior management with recommendations
Frequently Asked Questions
When should an exit interview be conducted?
Ideally during the notice period, close to the leaving date but with enough time to address any urgent issues raised. Some organisations also conduct a follow-up survey several weeks after departure when the employee may be more candid.
What questions should be asked in an exit interview?
Common areas include reasons for leaving, what could have been done to retain them, views on management, culture, training and development opportunities, workload, and any suggestions for improvement. Questions about discrimination or bullying should also be included.