Exit interviews are intended to be a final opportunity to gather feedback before an employee leaves. In theory, they help organizations learn from turnover. But in practice, they often fall short of delivering meaningful insights.
By the time someone hands in their notice, they’ve often mentally checked out. Depending on the circumstances, frustration or disappointment can cloud their ability to provide constructive, balanced feedback. And some employees may hold back criticism altogether to avoid burning bridges.
Don’t Wait Until It’s Too Late
The real opportunity lies in shifting focus from exiting to existing employees. Building a culture of proactive, continuous feedback boosts engagement and can help reduce attrition.
3 Ways to Foster Ongoing Employee Feedback
- Encourage Regular Check-Ins
To truly understand employee sentiment, leaders need to establish consistent communication. Monthly stay interviews, anonymous pulse surveys, and informal one-on-ones all provide valuable touchpoints.
These proactive conversations give employees the opportunity to discuss what motivates them, what frustrates them, and provides honest, real-time feedback. That in turn can lead to faster problem resolution, stronger mentoring relationships, and potentially less attrition.
In fact, companies that conduct stay interviews see around 20% higher retention rates, and up to 40% of employees reconsider resignation decisions if asked in time.
- Act on Feedback, Fast
Collecting feedback is just the first step. Acting on it quickly builds trust and credibility. Without follow-through, even the most honest conversations lose their impact.
Train leaders in active listening, ensure feedback is tracked and reviewed regularly, and set clear expectations around timelines for taking action. Most importantly, close the loop‒let employees know how their feedback is shaping decisions and improvements.
- Build a Culture of Trust and Transparency
Honest feedback thrives in safe environments. Employees need to know that their input is confidential, respected, and won’t be held against them.
Encourage open dialogue about career paths, growth opportunities, and workplace culture. When employees feel heard and valued, they’re more likely to stay engaged and committed to your organization.
Don’t Say Goodbye to Exit Interviews
Exit interviews still have a role to play, as long as they’re part of a broader, ongoing feedback strategy. Done well, they can offer insights to improve workplace culture and help ensure offboarding ends on a respectful, professional note.
But if you’re relying on them as your main source of feedback, you’re already too late.
