Exit interview questions, for both sides of the table
Exit interviews work when the person leaving feels safe to be honest and the company actually uses what it hears. Below are questions to ask if you're running one, and how to answer well if you're the one leaving.
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Questions to ask, if you're running it
Ideally someone other than the departing person's manager runs it, so answers about the manager can be candid.
- What made you start looking, or say yes when someone reached out?
- What does the new role offer that this one didn't?
- Was there a moment you decided to leave? What happened?
- What did you enjoy most about working here?
- Did you have what you needed to do your job well?
- How would you describe the support you got from your manager?
- Did you see a path to grow here? What got in the way?
- Was your workload sustainable?
- What's one thing we could change that would have kept you?
- Would you consider coming back someday? What would need to be true?
- Would you recommend working here to a friend? Why or why not?
- Is there anything you'd like leadership to know?
Making the answers useful
- Promise and keep confidentiality. Share themes across several exits, not quotes that point to one person.
- Look for patterns. One person leaving over pay is a data point. Four in a year is a problem with a cause.
- Report back. If exit themes never lead to changes, people stop being honest in them.
If you're the one leaving: what to say
Be honest, specific and calm. Focus on what would help the people who stay.
Overall, I've learned a lot here, especially [something real].
The main reason I'm leaving is [one honest reason: growth, pay, scope, flexibility].
One thing that would help the team is [one constructive, specific suggestion].
I'm grateful for [person or opportunity], and I'd be glad to stay in touch.
What not to say on your way out
- A list of every grievance. Pick the one or two that would actually help someone if fixed.
- Personal attacks. "My manager made decisions without context" is feedback. Character judgments are not.
- Anything you'd hate to hear repeated. Exit interviews are confidential in intent, not always in practice.
- Serious issues saved for the exit. Harassment, discrimination or safety concerns deserve a formal report to HR, in writing, whether you're leaving or not.
Plan your answers with Lauren
exit interview tomorrow. part of me wants to unload about my manager
understandable after the year you've had. let's figure out what would actually help the people still there
if HR could fix one thing about how he manages, what would it be?
he changes priorities without telling anyone why
that's useful and fair: "Priorities often changed without the reasoning, which made it hard for the team to plan." one specific thing, said calmly, is more likely to change something than ten things said angrily
Leave something useful behind.
Text Lauren what you'd like to say. She'll help you pick the one or two points worth making, and say them calmly.
Hi Lauren! I have an exit interview coming up and want help planning what to say.
Lauren is a real coach. You're texting an AI trained on her coaching. Your first week is free. Cancel anytime from your account or by texting Lauren.
Frequently asked questions
Should I be honest in an exit interview?
Yes, with care. Share one or two specific, constructive points that would help the people who stay, and leave out personal attacks. Assume what you say may be repeated.
Is an exit interview mandatory?
Usually not. Most companies offer them as optional. Ask HR if you're unsure.
Who should conduct an exit interview?
Ideally HR or a neutral leader, not the person's direct manager, so feedback about the manager can be candid.