I’m trying to make sense of the whole exit interview dilemma.

When it comes to exit interviews it is hard to get past the common tale of departing employees claiming that they are leaving as a result of some incredible opportunity to further their career, that just happened to fall into their lap. And yet often we have good cause to suspect that a few push factors might have played a part but these don’t get a mention.

We all know that the truth rarely features in exit interviews or questionnaires. The research suggests that exit interview data is unreliable. Yet exit interviews still take place.

So there must be a reason. What is it?

If you conduct exit interviews, why do you devote time to them?

Do they provide valuable insight?

How do you avoid the references/truth dilemma and get employees to tell the truth and nothing but the truth?

Does outsourcing the process change the dynamics?

Any thoughts on exit interviews?
Colin Brown