Employment Off Ramps: Conducting a meaningful exit interview

A lot of HR people talk about the importance of welcoming someone into the organization.  Orientation and onboarding are critical to the new employee experience.  Much less time is spent supporting and reflecting with the exiting employee.  Most exit interviews focus solely on the transactional details of benefits continuation and returning company property. Perhaps you may ask what someone enjoyed or didn’t enjoy about the company, or what qualities to look for in a successor. If a position is being eliminated or a person is being terminated for performance, the exit becomes even more difficult.  Regardless of the reason for exit, treat the person with courtesy and respect.

When an employee is leaving your organization, give them an opportunity to reflect on his positive contributions and what he has learned / gained.  In addition to the standard questions, consider adding a few more:

• What do you feel were your most significant accomplishments as < insert job title >?
• What is different and better at the company because you were here?
• What were the most satisfying aspects of your work?
• What have you learned about yourself during your time here that will be significant in your future?

If the person leads a team, add a few additional questions:

• How has your team grown or developed during your time here?
• What are you particularly proud of your team for?
• Which staff do we need to check in with most frequently while we fill your position?
• How can the new person best support your team?

​Any person exiting or entering your organization can be a brand ambassador.  When someone departs for their next adventure they don’t stop caring.  Do everything you can to make their exit as pleasant as their entrance.