The exit interview was developed as a method of giving feedback to companies for continued improvement and growth; however, it often simply becomes a venting session. By the time the exiting employee is sitting in that chair (or on that Teams meeting), they are already halfway out the door.
If it is you in that chair, your attitude can stray to wondering why you should bother telling the truth. After all, they won’t fix it for your benefit, since you are already gone. But here’s the thing – the exit interview isn’t for you; it is for the people still stuck there. The goal is to improve their experience for the future employee experience.
Too many companies treat exit interviews like a checkbox exercise. They ask generic questions, they smile, they nod, and then they bury the feedback because it is “too harsh” or “too complicated to fix.”
But when the exiting employee is honest – like really honest – it gives the company no excuse. It forces them to look more closely at the issues they have been ignoring.
Toxic manager? Terrible onboarding? False promises about pay, promotions, or flexibility? Call it out! One person’s feedback won’t change a broken culture overnight, but a pattern of similar feedback just might. HR might ignore an outlier, but when your story matches five others, they can’t pretend it is an isolated issue anymore, and that’s when policies start to shift.
So, with the notion that your honesty might protect your old coworkers and friends, and that it might fix that broken process before the next person burns out, here are a few quick tips to keep in mind as you go into an exit interview. And if nothing changes? Well, at least you know you didn’t go quietly.
Keep it professional: No need for insults or name-calling. Facts speak louder than digs. Even though you might be livid, this is not the place to attack. You will get much further with a calm, direct approach.
Be specific, not petty: Saying that your boss is a “micromanager” is vague. Be purposeful in your words to make sure every sentence is powerful. “My manager would text me at 11 p.m. and demand status updates on tasks due next week” hits much harder.
Know what you want to stay anonymous: Some companies promise confidentiality; many don’t deliver. If you’re worried, frame things in a way that protects you but still exposes the real problems.
Don’t burn the bridge: It is possible to be brutally honest but also respectful. You never know when your paths will cross again.
Speak for yourself: Don't phrase things as though it were a collective opinion. Speak in terms of your experience only, and be careful not to lump in others, or it can seem like you are being problematic.
An exit interview won’t undo a bad experience, but silence only helps the company maintain the status quo, and that is probably what pushes many to leave in the first place. So don’t sugarcoat it – be the squeaky wheel and leave your mark on the way out in a respectable way.
