The Exit Interview Comes Too Late

Exit interviews are where truth goes to die politely (some would say). By the time someone quits, they’ve already grieved the job…I promise you. They’ve already tried to make it work and have decided you’re not changing fast enough, nor is the culture. 

So, what do you really get in an exit interview? A version of the truth that won’t burn a bridge. “It’s not you; it’s just a better opportunity.” 

The real conversation needed to happen at least six months earlier. That was when their effort started to slip, and they stopped raising their hands in meetings. It was when they went from pushing for better to keeping their head down and staying below the radar. 

Instead of asking, “Why are you leaving?” ask, “What’s becoming unbearable, and where do you feel stuck?” Ask, “When was the last time work felt energizing, and what would make you energized to stay another year?” Oh…and be sure to ask these questions before they resign. 

Retention isn’t about perks. It’s about attention. In other words, people don’t leave because one thing went wrong. They leave because too many small things were ignored for too long. 

If you want fewer exit interviews, start doing stay interviews. Have real conversations while you still have a chance. You’ll be thankful you did.