So you’ve been summoned for an exit interview — what comes next? Here’s how to navigate the process professionally and get the most out of your talk with HR.
Leaving a job tends to lead to complicated emotions. While you may be excited about what’s coming next, it can be sad to leave a place where you’ve been spending 40 hours each week. Plus, handing in your resignation can be nerve-wracking — especially if you’re invited to an exit interview.
Many companies ask employees to participate in exit interviews as part of the resignation process. And while giving your honest take on the company to the human resources department may be a little scary, it’s beneficial for your soon-to-be former employer and coworkers — and it can also benefit you!
So, before you leave your job, here’s everything you need to know about exit interviews. From the questions you should ask to comments to avoid, to how to prepare, we’ve got you covered.
What’s the Point of an Exit Interview?
Exit interviews are helpful for employers and employees alike.
“From a human resources perspective, when somebody is exiting, it’s … an organization’s last opportunity to get a sense of the employee’s experience with the company,” said Theresa Haskins, a Master of Science in Human Resource Management online program professor at USC Bovard College. “It gives us a sense of what’s going on with everyone.”
The HR team can gather useful feedback during exit interviews, which might be more honest than they’d get from a current employee. This feedback can help them identify areas where the company needs to make changes and where the company is excelling at employee relations.
More practically, an exit interview is an opportunity to learn about the departing employee’s work processes and knowledge, helping the company know how to train new hires or redistribute tasks after the employee is gone, said Tom Hayashi, a USC Bovard College professor who also teaches in the online program.
It also gives a business a chance to tackle any potential legal issues head-on, including ensuring the company complies with all laws and handling any contract-related issues.
But employees benefit from exit interviews, too. Many workers appreciate getting the chance to give feedback, knowing it can lead to improvements for their former colleagues. It also gives them a chance to get any clarification on outstanding work matters, like pay or benefits, that they haven’t discussed with the company yet.
In general, think of an exit interview as a chance to get closure.
“[The exit interview] provides an opportunity for the employee to express their reasons for leaving and share their experience with the organization,” Hayashi said.
Do You Have to Do an Exit Interview?
You don’t have to do an exit interview if you don’t want to, though. For example, if you think it’ll be too uncomfortable or that it won’t achieve results, you don’t have to put yourself through an HR conversation.
“You’re leaving anyway, so there’s no real negative impact,” Haskins said.
However, she said, if you’re on the fence about participating, keep in mind that you can say yes to an exit interview and still opt out of answering certain questions.
If you’re going to turn down an exit interview, you’ll want to do so respectfully — after all, it’s important to stay on good terms with past colleagues and employers! There’s no need to give a detailed explanation when declining. Hayashi recommended simply saying, “I appreciate the offer, but I prefer not to participate in an exit interview at this time.”
What Questions Should You Ask in an Exit Interview?
To get the feedback they need, the HR representative will have a list of questions to ask you. However, it’s also a good time for you to ask some questions of your own.
For starters, Haskins said, you should ask what their goals for the interview are. You can also ask about the confidentiality of your answers.
“Every company might do exit interviews for a different reason,” she explained. “[An] exit interview could be looking for problems, it could just be looking for opportunities, it could just be looking for confirmation that they’re doing well [or] it could be just a checkmark on their HR protocol that they did it. So you’ll want to know, how is my information going to be used and what do they hope to gain?”
Other questions you should consider asking HR during an exit interview include important housekeeping information about pay, company property, benefits and references, Hayashi said. Here are some examples:
- “How and when do I return equipment issued and turn over keys/fobs and employee identification?”
- “When can I expect my final paycheck and any accrued benefits?”
- “How does my health insurance or other benefits continue after I leave? What are my options for COBRA?”
- “How will my employment be referenced in the future? Who should potential employers contact?”
Should You Be Honest in an Exit Interview?
Many employees are nervous about giving any negative feedback during an exit interview. They may be afraid of burning bridges with the company or a coworker, or simply feel uncomfortable about admitting to someone that they had a bad experience. However, the company is performing an exit interview because they want to know what it’s like in the workplace and what they can fix, so you should be as honest as you can while still being professional.
“You get mixed messages with this,” Haskins admitted. “But if you’re leaving because of a problem that was unresolved and is an important factor, you may want that information to be shared — just in a professional and pragmatic way.”
Tact is of the essence when giving negative feedback in an exit interview. You’ll want to communicate any issues respectfully and thoughtfully, keeping your feedback free from personal attacks and centered around your own experiences instead of speaking for others. Frame it as constructive criticism instead of insults, suggested Hayashi, with a focus on specific issues and possible improvements. This way, you can maintain a positive relationship with the company and not get any former coworkers in trouble.
“If you believe your feedback can lead to positive changes, it’s worth sharing. However, if the environment is particularly toxic or you’re concerned about potential repercussions, you may choose to be more reserved,” he said.
What if an Exit Interview is Not Offered?
Yes, many companies will ask you for an exit interview after you give your resignation letter, but not every workplace will! You may be fine with that decision or you may want the opportunity to give your feedback. If that’s the case, you can ask for an exit interview.
“Politely email or speak with your HR representative, expressing your desire to have a conversation about your departure. You can say something like, ‘I’d like to schedule a time to discuss my experience at the company and offer some feedback that I believe could be valuable,’” Hayashi said.
Just make sure you give your reasons — ones that indicate the process is useful for everyone involved. And, if granted the opportunity for an exit interview, make use of your time with HR.
The Bottom Line
Exit interviews don’t have to be scary or uncomfortable. They’re an HR tool that is supposed to benefit both you and your employer, but you don’t have to participate or answer questions if you don’t want to.
Just make sure you communicate your thoughts in a calm, respectful way and try to keep your feedback as professional and constructive as possible. You may find that you’ve helped shape the company to be better in the future — or that you’ve even learned useful information that will help you thrive in your next position.
Access more career advice and learn about the online MS in Human Resource Management program at USC Bovard College today.
This article originally appeared on USC Online.