The exit interview was my chance to make sure that nobody ever felt as badly as I did in this workplace.
I had written a resignation letter and given...err, less than two weeks' notice, and it was time to go. I had one more thing to do.
I get it.
When you're ready to be finished with a bad job, especially one that is toxic, you want to hit the road. You don't want to sit through an exit interview.
In this particular situation (only six weeks on the job!) I knew it was time to quit—effective immediately—and I knew I had to get an exit interview. I never wanted anybody else to ever feel as badly as I felt over the last month and a half.
It’s time for your exit interview. Whether you loved your tenure at this particular company or you’re leaving a toxic workplace, this is an incredibly important interview for you, your interviewer, and so many others who won’t be in the room.
What’s more? You are likely walking into your exit interview with the confidence of someone who made a decision to launch, change, or reevaluate your career—for you.
Let’s jump into the exit interview.
What is an Exit Interview?
So, you’ve tracked your way to your next job and the next phase of your career. You’ve put in your two weeks’ notice, you’ve written a resignation letter, and you’re basically ready to spit-shine your desk—and move on.
So, why do you have to hole up with HR for what seems like another useless meeting?
We know you’re ready to hightail it out of there. Even if you love your job and you’re moving on for other reasons, you probably want to have your “Goodbye Employee” cake and go.
The exit interview exits as a formal process to complete paperwork, hand over any company property, and generally tie up any loose ends. Yes, you’re going to have to give that ID with the horrible photo back on your last day.
However, it’s essential to look at your exit interview as more than a formality. The exit interview is a unique opportunity for someone who is leaving an organization or company. Think of it this way: you’ve spent time at the organization, you’ve learned a ton (for better or worse), and you’re moving on. You hold perspectives, opinions, and information that is going to be so valuable for the company moving forward. Use it.
How to Request an Exit Interview (That Works for You)
According to a study by Harvard Business Review, nearly 75 percent of organizations conduct employee exit interviews. Of those companies, 70.9 percent have their HR departments handle the process while 19 percent have the employee’s direct manager conduct the interview.
Depending on the nature of your departure, there may be a huge difference between having a Human Resources manager conduct your exit interview and having your boss conduct the interview.
We created two email templates for you. One is for the employee who hasn’t been offered an exit interview at all. The other exit interview template is for the employee who has been offered an exit interview, but who is deeply concerned with the person who is conducting the interview.
Request an Exit Interview (a Template)
Dear [NAME],
I have submitted my resignation letter to [MANAGER] and [SUPERVISOR] and my employment at [ORGANIZATION] will be over effective [DATE].
I am reaching out to you because I would like to schedule an exit interview to serve [ORGANIZATION] in the future. Specifically, I believe that I have insights that could serve [ORGANIZATION], my department, and my successor in [JOB ROLE].
I would prefer for my exit interview to be conducted by [PERSON or PEOPLE].
Please let me know if this is a possibility before my last day, [DATE].
Thank you for your time,
Regards,
[NAME]
I have submitted my resignation letter to [MANAGER] and [SUPERVISOR] and my employment at [ORGANIZATION] will be over effective [DATE].
I am reaching out to you because I would like to schedule an exit interview to serve [ORGANIZATION] in the future. Specifically, I believe that I have insights that could serve [ORGANIZATION], my department, and my successor in [JOB ROLE].
I would prefer for my exit interview to be conducted by [PERSON or PEOPLE].
Please let me know if this is a possibility before my last day, [DATE].
Thank you for your time,
Regards,
[NAME]
Request a Different Exit Interviewer (a Template)
Dear [NAME],
I have submitted my resignation letter to [MANAGER] and [SUPERVISOR] and my employment at [ORGANIZATION] will be over effective [DATE].
I am reaching out to you because my exit interview has been scheduled for [DATE] with [PERSON]. I believe it would be extremely beneficial if my exit interview were conducted by [PERSON] because [REASON - (ie. “we worked closely together on many projects,” “I can offer higher-level improvements,” “they have a great working knowledge of my time here”].
Please let me know if this is a possibility before my last day, [DATE].
Thank you for your time,
Regards,
[NAME]
I have submitted my resignation letter to [MANAGER] and [SUPERVISOR] and my employment at [ORGANIZATION] will be over effective [DATE].
I am reaching out to you because my exit interview has been scheduled for [DATE] with [PERSON]. I believe it would be extremely beneficial if my exit interview were conducted by [PERSON] because [REASON - (ie. “we worked closely together on many projects,” “I can offer higher-level improvements,” “they have a great working knowledge of my time here”].
Please let me know if this is a possibility before my last day, [DATE].
Thank you for your time,
Regards,
[NAME]
Why is the Exit Interview Important?
Let’s reframe the exit interview as an opportunity rather than a final duty at your workplace. Exit interviews are important because they allow someone to give meaningful feedback, typically to HR, that can be used to make serious improvements.
No matter how jaded you might feel in leaving your job, it’s important to communicate what worked, what didn’t work, and what could be done better. Perhaps some input you have given in the past has been foolishly overlooked. The exit interview is a great opportunity for you to say, “Hey, I am out of here, but I really do think you should make these improvements to see success.”
Additionally, exit interviews are your chance to improve working conditions for those employed at the organization and for those who will come after you. Make your lasting effect.
Last but not least, the exit interview is your time to leave your “last impression” on your organization. Use it to summarize the work you did, what you loved about your job, what you learned, some things you wish you could have learned, and generally positive outcomes.
We’re not always leaving jobs because they were bad. Sometimes, it’s an amicable breakup. In amicable breakups, it’s always nice to say something positive. Right?
What Not to Do in an Exit Interview
When we have a “what not to do” section before the what to do section, pay attention. It can be incredibly tempting to use your exit interview as a full-on vent session. It’s therapeutic to finally say what you’ve wanted to say about your horrible boss or the ungodly work-life balance, but try not to vent.
Don’t Vent it Out in an Exit Interview
We love this advice from Forbes on creating a pre-interview vent session to get all of the poison out beforehand. A career coach explains that she directed her client to write a “no-holds-barred resignation letter” before her interview at a particularly toxic company. It's sort of like the opposite of writing a gratitude letter, but definitely as (if not more) therapeutic.
Instead of unloading her grievances at the exit interview, she was allowed to gather her thoughts on paper and present them rationally—with clarity.
Don’t Use the Exit Interview as a “Tattling” Opportunity
The exit interview is also not an opportunity for you to take out all of your soon-to-be-ex-coworkers. But let us explain this one because it can be nuanced.
If you’ve witnessed coworkers engaging in unlawful or abusive behavior, you likely should have already reported this. If you have, then you may reiterate that this toxicity still exists. From there, it’s up to HR and leadership to root out.
Don’t use your exit interview as target practice for all your sworn enemies. If you believe there is a toxic situation, you may express that.
Keep the Exit Interview as Positive as Possible
We know, you’re pissed and you’re ready to pull an iconic move a la Scarface in Half-Baked, but you don’t want to burn bridges.
Even if you want nothing to do with this organization, even if this job was so short-lived you won’t be adding it to your resume, even if you want to forget everything that happened while you were here, have the exit interview—and try to keep it positive.
This does not mean glossing over abusive behaviors, toxic work environments, the existence of awful cliques, or the lack of inclusion. In fact, if you’ve witnessed or experienced first-hand violations, you might consider reporting the organization to the Equal Employment Opportunity Commission.
“Keeping it positive” simply means gathering your head and detailing how things could be improved. You’re likely leaving behind a coworker or two whom you have grown to love like a dear friend. This is your chance to at least try to make their experience better going forward.
A rule of thumb here is imagining “what could be” rather than “what currently is.” Instead of statements like, “I hated how the leadership micromanaged me,” try something like, “There is a great deal of talent on this team that could work well with more freedom from leadership’s task management.”
How to Prepare for Your Exit Interview + An Exit Interview Template
By now, you’ve got your exit interview on the books. You’re nervous and excited about what you can express and the real changes you might be able to make.
Here are a few things to consider when preparing for your exit interview.
First, let your interviewer know why you're leaving. Try to keep it "positive" or at least not overtly negative. Rather than saying, "I hate my boss," try "I'm moving on to an organization that better fits my aspirations."
Why I’m leaving [ORGANIZATION]:
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Next, detail a few things you learned in your role at the organization. This can include hard skills, time management hacks, or even company culture details that served you well.
Valuable skills or lessons I’ve learned at [ORGANIZATION]:
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Here, you'll say something nice. Even if you find it really, really difficult to do so.
Things about [ORGANIZATION] that are impressive:
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In this section, detail where you think the organization could improve its operations. Maybe it's restructuring leadership, providing more resources for employees, or allowing for a better work-life balance.
Things that I think [ORGANIZATION] could improve in the future:
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This is the most important thing we think you can do in your exit interview. Use this section to highlight someone who impacted you directly—and why. This can really help an employee who might be otherwise overlooked.
A current employee I’d like to highlight and why:
NAME:
REASON:
NAME:
REASON:
In Conclusion
You’ve got this. You’re almost out of the door. Use this chance to make your voice heard, to remind them why they hired you in the first place, and to leave your soon-to-be former organization with a great last impression of you.
