Also known as: separation interview, offboarding discussion, termination interview
An exit interview is a structured conversation typically conducted with employees who voluntarily leave a company. Its primary goal is to gain insights into the reasons for their resignation, particularly to identify organizational factors that may have been perceived negatively—such as the work environment, leadership culture, or compensation practices.
Departing employees are often more willing to share honest feedback than those who remain employed and may fear negative repercussions. This makes the exit interview a valuable tool for uncovering internal weaknesses that might otherwise remain unspoken.
In practice, exit interviews are usually conducted by a representative of the HR department during the employee’s final working week. A structured questionnaire or interview guide is commonly used to ensure all key areas are addressed. It is generally discouraged for the employee’s direct supervisor to lead the interview, as this may inhibit open communication.
Some organizations opt for a written exit survey instead of a live discussion, occasionally sending it by mail several weeks after the employee’s departure. Exit interviews are often conducted selectively—for instance, with skilled workers or within certain company divisions. However, all collected data should be systematically documented and analyzed. Identifiable issues must be addressed to improve organizational performance.
As such, the exit interview serves as both a tool for HR research and an integral component of internal employer branding strategies.
Additionally, when a termination is employer-initiated, a termination interview is conducted. In this case, the employer must be well-prepared with objective reasons for the dismissal to avoid emotional escalation. The discussion should occur in a private setting and be structured so the termination is clearly communicated within the first five minutes.
There should be no debate over the decision; instead, the rationale must be presented factually. The remaining conversation should address the employee’s response, outline possible career paths outside the company, and explain the next steps regarding the end of the employment relationship.
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