60. The Final Conversation: Why Every Organization Needs to Embrace Exit Interviews

 

Congrats! You are the chosen one!

When you are about to join a new organization, the journey often begins with anticipation. You apply, wait for an email to invite you to a test, then to the first interview, followed by the second, and maybe even a third.

Sometimes, the process can take weeks or even months before you finally receive that coveted job offer. During this phase, the employer digs deep into your technical skills, personality traits, references, and what you can bring to the organization. It is, without a doubt, the most critical stage, no one gets hired without first proving their worth through at least one interview.

What about the end of the journey?

However, as much as joining a company involves a detailed and often rigorous selection process, there is another side to this journey: leaving (yes!). Employees leave organizations for a variety of reasons. Some pursue new opportunities, others return to their studies, while some seek a change in career paths or take time off for personal projects or entrepreneurship. Resigning is part of the natural cycle of working life.

But just as entry interviews are essential to understanding if a candidate is a good fit, exit interviews should be considered equally important. They are not simply a formality to understand why an employee is resigning; they provide an opportunity for the organization to gather valuable feedback on its work environment, culture, and processes.

Personal opinion and story

Personally, I believe there is no such thing as a perfect workplace. No matter where you go, someone will always have something they are dissatisfied with. That being said, when a company provides an opportunity for departing employees to share their honest feedback, it opens the door to genuine growth and improvement. I vividly remember my own exit interview with an well-known organization. It was far more emotional than I had anticipated. It wasn't just about leaving a job; it was about closing a chapter of my life. I learned countless lessons, built relationships, and experienced both personal and professional growth. When the HR manager asked me, "What can we improve?" it was the first time I felt like the organization was truly listening to me, beyond my performance metrics or deliverables. For the first time, my voice felt important. I shared everything, from the long hours and the intense projects to the team dynamics and leadership dynamics. But I also spoke about the moments of growth, the times I felt proud to be part of something bigger, and the achievements we celebrated as a team. I knew that, even though I was leaving, my feedback could contribute to a better future for those staying behind. Exit interviews are far more than a box to tick on a resignation checklist. They are an organization's chance to hear the unvarnished truth, feedback that might not have been voiced during employment out of fear or loyalty(unfortunately!).

These conversations allow employees to share their experiences and insights, giving companies a roadmap for improvement(potentially!).

Please, never neglect the exist interview step

By listening carefully to what departing employees have to say, organizations can identify trends, enhance their work environments, improve retention, and ultimately grow stronger.

For employees, exit interviews represent a chance to leave behind something more valuable than just the work they completed. It’s a chance to leave a legacy of feedback. The feedback that can help shape a better workplace for future hires. Just as we enter a job with hope and ambition, we can leave it with purpose, ensuring that our departure marks a new beginning for the organization in some small way. It’s just about helping the organization you’re leaving behind become better than it was before you arrived.