Exit Interviews: Time Waster or Game Changer?

Every leader has been there – an employee resigns, and you’re left wondering why. Some schedule an exit interview. Others don’t bother, thinking it’s pointless. But are they missing out on valuable insights? In this article we'll explore whether exit interviews are a waste of time or a powerful tool for improving your business.

The Case Against Exit Interviews

Some managers believe exit interviews don’t add much value.

Here’s why:

• Employees aren’t always honest

  Some soften their feedback to avoid burning bridges or damaging future references.

  
  

• It’s too late to fix things

  By the time someone resigns, they’ve already made up their mind.

  
  

• They can feel like a chore

  With so much on their plate, managers might see exit interviews as just another task with no real payoff.

  
  

If you’re just going through the motions, exit interviews probably are a waste of time. But when done properly, they can be a game-changer.

Why Exit Interviews Matter

If handled well, exit interviews can be incredibly valuable to:

• Spot patterns

  If multiple employees are leaving for similar reasons, that’s a sign something needs attention.

  
  

• Uncover management blind spots

  Employees often experience workplace issues that leaders don’t see firsthand.

  
  

• Boost retention

  Acting on feedback can improve workplace culture and reduce turnover. Employee turnover is a huge financial burden on your business.

  
  

• Maintain a good reputation

  A well-run exit process leaves employees with a positive impression, reducing the risk of negative reviews or bad word-of-mouth.

Making Exit Interviews Work

Ultimately, if you’re going to do them, do them right:

1. Create a safe space

   Employees need to feel comfortable giving honest feedback without fear of backlash.

   
   

2. Ask smart questions

   Instead of “Why are you leaving?” try “What could have made you stay?”

   
   

3. Look for trends, not one-off complaints

   One person’s gripe might be isolated, but repeated feedback is a signal.

   
   

4. Act on what you learn

   Gathering feedback means nothing if you don’t use it to make improvements.

Are exit interviews a waste of time?

If you’re just ticking a box and ignoring the results, then yes.

But if you treat them as an opportunity to learn and improve, they can be one of the most valuable tools for your business.

Want to set up an exit interview process that actually works? I help leaders and business owners turn staff feedback into practical strategies that improve retention and workplace culture.

Need help? Contact us today - sandra@hrconsultingtas.com.au or 0408 408 225  

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