Make Exit Interviews Actionable
Structure exit interviews so individual comments become pattern-level retention signals.
The exit interview is not complete when the conversation ends. It is complete when the signal is coded and routed. Ask consistently Use a core question set so answers can be compared over time. Reasons for leaving, what might have retained the person, manager experience, growth, workload, inclusion, compensation, and process friction should appear every time. Listen humanly Consistency should not feel robotic. Explain the purpose, invite examples, and clarify confidentiality boundaries. If the person names harm, legal risk, or security risk, do not promise secrecy you cannot keep. Code the signal After the interview, translate raw comments into themes.…
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