Employee Exit Interviews: Importance, Myths, and Top Exit Interview Questions

Megha Sharma
5 min readMay 7, 2024


With time, several employees move out of their current job roles and change companies for unique and growth-driven opportunities to learn more from their acquired experiences, which they’ve attained within their present organization. During this time, the process of exit, as well as the interviews related to it, will play a crucial role.

HR must offer a platform for departing individuals to share their opinions and experiences. With carefully designed feedback, they can get resourceful insights into their workplace culture and ways that processes be enhanced for the future.

In this article, let’s understand the exit interview, its importance, myths, and top exit interview questions to get useful insights.

Exit Interviews

Exit interviews are recognized as a valuable process to understand the reasons behind employee departures. They offer better feedback to improve current recruitment processes, employee engagement, employer branding, and more. They unleash issues to facilitate adapting to changes and gauge the candidate’s fit. It also aids as a mirror for self-reflection, resulting in advancements for the advantage of the team and customers.

🔯 Importance of Exit Interviews

The importance of exit interviews is that they offer employers in-depth details into their employees’ thoughts, feelings, and experiences during their tenure within their company. Applying this feedback can help to enhance the company’s overall business decisions, policies, and workplace culture. It also highlights the recurring problems, pinpoints places for development, and gives actionable insights for employee retention and satisfaction that will lead to future employee turnover.

🔯 Myths related to Exit Interviews

Talent management professionals should create an environment where employees feel free to share their views openly without any misconceptions and myths. Usually, they will have a few myths like:

✍️ Myth 1: It’s just a checklist

A generic belief is that these interviews are just for formality with no application in reality. An HR must create an environment where they feel valued and that you care what they have to say and share, and they can speak without any hesitation.

✍️ Myth #2: It doesn’t matter what we tell

Some might also think that these interviews are only for the organization’s advantage and that the organization will only hear and act on what it believes in. But one must have a positive lookout and share their views because it is the best time, and the concerned management will gather insights one intends to follow up on.

✍️ Myth #3: Exit interviews are always negative

Many employees also assume that the feedback from these interviews is only negative. But it can be a chance to highlight the various aspects like strengths and weaknesses.

🔯 Top Exit Interview Questions

To get the maximum perks of exit interviews, human resource professionals must come up with relevant questions. They must focus on essential aspects like communication, work culture, learning and development, compensation, self-enhancement, relationships, and more. They can also gain insights into different factors of the employee’s tenure and obtain candid reviews.

Here are a few kinds of exit interview questions an HR can ask on:

⌚ leaving the organization


⌚organization culture

⌚ work environment

⌚ technology

Some questions might come under various categories, while others may not be specific to the company. If, for example, an employee works in a remote environment, one can avoid asking office-based questions. In simple terms, it’s a pick-and-choose related to the company’s requirements. One should pick the questions that will offer insights into areas to focus on and enable meaningful enhancements.

✔️ Exit interview questions about leaving the organization

Q) Why did you look for a different job?

The answers one will get to this question will change vastly. Many seek new opportunities for various reasons. They might need a new professional path, a shorter commute, relocation, or compensation. However, one can gather ample data to know the common element of the received answers. So that acting upon it can be done accordingly.

✔️ Exit interview questions about the job

Q) Did your current job live up to your expectations?

If an organization is experiencing a high turnover rate among new hires, understanding whether the current job meets employees’ expectations becomes crucial. This information sheds light on the effectiveness of the recruitment process. Additionally, sharing this feedback with the recruitment team helps prevent any misalignment between candidate expectations and the actual position.

✔️ Exit interview questions about the organization’s culture

Q) How would you describe our organization’s culture?

This question plays an active role in getting an understanding of your organization’s culture and knowing about the various perceptions and experiences. For example, a talent management manager working in the company’s headquarters may feel the organization’s culture in a different way from an IT manager.

✔️ Exit interview questions about the work environment

Q) How would you describe the workplace environment?

Asking questions related to the workplace environment will give key insights into the latest perspectives. Based on the answers, one can create a work environment that is more comfortable, productive, and satisfactory.

✔️ Exit interview questions about the technology

Q) Did you feel you had enough tools & resources to do your job properly? If not, what was missing?

The answers one will receive to this question are very helpful in optimizing the technology, adopting new solutions, and providing proper training.

Wrapping Up

As one bids farewell to the departing employees, one must also pay attention that the exit is not an end but also a new opportunity for growth. Always embrace and know the reasons behind the departure, ways for improvements, and prevent future challenges. Spend ample time on employee feedback to save time.



Megha Sharma

HR Specialist, with a sharp eye to attract and top talent, develop existing talent along with managing employee relations.