Exit interviews reveal why good people leave. Here is how to run them and use the answers.
In this article
Why exit interviews matter
When a good tech leaves, the reasons are often patterns that will push others out too. Departing employees are often more honest than current ones. Their feedback is free consulting.
Timing
In the last week or shortly after leaving.
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Who conducts it
Someone other than the direct manager, if possible.
Key questions
Why are you leaving? What did you like? What would have kept you?
Management feedback
Ask about supervisors and communication.
Pay and schedule
Compare with the offer they accepted, if they share.
Listen without defending
The goal is learning, not arguing.
Look for patterns
Several people saying the same thing is a signal.
Act on it
Fix at least one issue each quarter.
Stay on good terms
Former employees refer candidates and sometimes return.
An example
Three techs mentioned unpredictable on-call schedules. The company created a published rotation, and turnover dropped the next year.
Common mistakes
Skipping exit interviews, getting defensive and ignoring repeated feedback.
Know your numbers
Track turnover rate, average tenure and the top three reasons people leave each year.
A quick script
"Thanks for your time here. Your honest feedback will help us keep good people. What's one thing we could have done to keep you?"
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Frequently asked questions
What should you ask in an exit interview?
Why they are leaving, what they liked, what could have kept them, how they felt about management, pay and schedules, and what they would change.