So it’s official: you’ve decided to move on…
You’ve handed in your resignation letter, you’ve worked through your notice period, and you’ve cleared up all your belongings ready for the big push.
However, before you’re allowed out the door clutching that cardboard box full of priceless memories (the photobooth picture from the Christmas party where everyone’s wearing comedy moustaches, your borderline-inappropriate mug, etc.), you have to do one last thing: the dreaded exit interview.
To help you avoid any unnecessary awkwardness, here’s our comprehensive exit interview survival guide:
Key takeaways from this article
- It’s not a trap: The exit interview is designed to help the company improve, not to catch you out before you leave.
- Preparation prevents awkwardness: Going in with a list of points stops you from rambling or accidentally burning bridges.
- It goes both ways: Use the meeting to ask about references, handovers, or even the possibility of returning in the future.
- Constructive > Critical: Focus on facts and specific examples rather than emotional rants about colleagues.
- You don’t have to go: While highly recommended for leaving on good terms, exit interviews are rarely legally mandatory.
What is an exit interview?
An exit interview is a formal meeting between yourself and a representative from the company, usually an HR Manager or your direct line manager. It typically takes place right before you leave – often in your final week or a day or two before your last day.
The aim isn’t to interrogate you. Instead, the company wants to understand your reasons for leaving and to gather information that will help them improve staff retention and company culture. They might also use this time to discuss the logistics of your departure, such as handing over equipment or finalising paperwork.
While usually a face-to-face (or video) meeting, some companies might ask you to complete a written exit survey or online questionnaire instead.
When to do an exit interview
The timing of your exit interview is usually set by HR or your manager.
Most companies prefer to schedule it during your final week – close enough to capture your experiences while everything’s still fresh, but ideally not on your last day when you’re likely to be totally disengaged (and/or distracted by leaving drinks).
If you’ve got strong feelings about when the interview should happen – maybe you’d like it earlier because of a sensitive issue, or a little later to give yourself time to reflect – don’t hesitate to discuss this with HR or your manager. They can often be flexible and will want to make sure you feel comfortable sharing your thoughts.
Exit interview questions to prepare for
If you’ve never attended one before, or if your last one didn’t go so well, don’t panic. Although you can’t predict every curveball, there are common exit interview questions that are highly likely to come up:
Why are you leaving?
Whether you’re leaving for a higher salary, better progression, or because you want a shorter commute, be honest but professional. If there was a specific incident that triggered your resignation, mention it constructively.
What did you like most about the job?
Employers want to know what keeps people around as well as what makes them leave. Mentioning the great team culture, the training opportunities, or the free coffee helps end things on a positive note.
What would you change about your role?
This is your chance to offer feedback that actually matters. Was the workload unmanageable? Was the software outdated? Be specific. ‘The CRM system was slow’ is helpful; ‘Everything was rubbish’ is not.
How was your relationship with your manager?
This can be tricky if you didn’t get along, so stick to professional observations instead of getting too personal. If they were unsupportive, give an example of where you needed more guidance rather than attacking their personality.
Would you recommend us to a friend?
This is the ultimate test of employer branding. If the answer is no, be prepared to explain why – for example, ‘I wouldn’t recommend this role to a friend looking for work-life balance due to the frequent overtime.’
What are the positives of your new role?
Basically, ‘what do they have that we don’t?’ By being honest about what attracted you to the new role (e.g. learning opportunities, flexibility, better pay, or a workplace culture), your employer will be able to use these learnings to make improvements internally.
Goodbye email templates: How to write the perfect farewell
Exit interview questions to ask
Remember, this shouldn’t be a one-way interrogation. The ball is very much in your court to ask questions that help you as well.
- Will you provide a reference? Confirm who will be handling this and what contact details they need.
- What is the policy on rejoining? Boomerang employees (people who leave and come back) are increasingly common. It’s worth checking if the door is open.
- Who is taking over my workload? This helps you ensure a smooth handover and protects your legacy.
- When will I receive my final pay/P45? Practical questions are always valid.
- Can I stay in the alumni network? Some large companies have networks for former staff – which can be great for future networking.
How to prepare for an exit interview
To ensure you walk out with your head held high (and your reputation intact), here’s how to survive an exit interview:
Relax
As nerve-wracking as it may seem making the long walk into the interviewer’s office, when you really think about it, there actually isn’t anything significant at stake.
Remember, it’s an exit interview, not a job interview. And, no matter how awkward or emotional proceedings get, they won’t make a difference when it comes to your new role. Once you’ve handed in your notice, the hard part is essentially over. No pressure, just process.
So be cool, be calm and be collected. You know, like a cucumber. Because cucumbers never fail.
Make a list
The absolute worst thing you can do at any exit interview is ad-lib.
After all, there’s a fine line between being honest, and oversharing. Without the proper preparation performed well in advance, you could only be a few poorly worded questions away from losing your decorum (AKA launching into ‘full-on rant mode’).
To help stave off any temptation to provide a little too much information, make a list of your pre-prepared answers to help jog your memory. Questions such as ‘what is your main reason for leaving’ and ‘what are the positives of your new role’ are likely to come up in some form, and a few minutes of practice on each will certainly pay dividends.
Lead with positives
OK, stay with us on this one. We are not asking you to lie.
You might have disliked some, or maybe many elements of your job, but we’re pretty sure if you scratch beneath the surface you’ll find a few nice things to say somewhere underneath.
It could be a hardworking co-worker lacking the recognition they deserve. Or an element of the employee benefit scheme which initially attracted you to apply. Whatever it is, this is your only attempt to let someone (and/or anyone) know that they’re doing a good job. Take it.
And if there aren’t any positives? See: smile and nod.
Stick to the facts
If you do have any particular problems you want to address, always use facts to back them up.
Management issues? Point to a particular appraisal you were disappointed with. Lack of progression? Give examples of how you were passed over for promotion, or not given appropriate opportunities for training.
Without tangible examples, there’s nothing for your employer to act upon or learn from. Which, if anything, should be how you primarily view this opportunity.
Unfortunately, even if you’re 100% convinced that Tim from Accounts has ‘had it in for you from day one’, without anything to back your statement up, it’s unlikely to be taken particularly seriously.
Ask about your own performance
Your exit interview shouldn’t be a one-way conversation.
The beauty of an exit interview is that you get to choose exactly how worthwhile yours is. You can either do all of the talking, and point out all of an organisation’s flaws without pausing for breath, or you can decide to listen and, maybe, even learn some of your own. It’s entirely up to you.
If you’re good at taking constructive criticism, take the opportunity to see if there are any areas you can improve upon. It might just give you a few things to work on before reaching your new role.
If you’re not good at taking constructive criticism, please feel free to completely disregard this point.
Leave a lasting impression
No matter what the circumstances are that prompted your decision to move on, don’t be bitter.
If your first interview provides the first impression, your exit interview is undoubtedly the last. It’s far more endearing to be the person who left with grace and tact, than the person who went down in a blaze of glory, berating anyone and everyone they ever worked with.
Wish everyone well for the future, be positive and keep your reputation intact.
Remember: you never know who you might need a reference from one day…
Last day of work: Dos and don’ts
What not to say in an exit interview
While honesty is the best policy, brutal honesty isn’t always your friend. To keep things professional, avoid saying the following:
- ‘I hate my boss.’ Personal insults never land well. Stick to critiquing management styles, not personalities.
- ‘My new job pays way more.’ It’s fine to mention salary was a factor, but boasting about your new packet can look tacky.
- ‘This place is a sinking ship.’ Even if you believe it, using language like this just makes you look bitter (not to mention judgmental of the people who choose to stay).
- ‘Good luck finding anyone else.’ Arrogance is a bad look. Even if you’re irreplaceable, let them find that out on their own.
- Gossip. Don’t use your exit interview to report on who is dating whom or who steals lunches – no matter how credible you think your sources are. Stick to your own experiences and keep it professional.
Eight signs it’s time to resign
Frequently asked questions
Do I have to attend an exit interview?
Technically, no. Unless it is explicitly written into your contract as a mandatory requirement (which is rare), you can decline. However, if you want to leave on good terms and ensure you get a good reference, it’s usually worth 30 minutes of your time.
Are exit interviews confidential?
Generally, yes. HR Teams use the data to identify trends rather than target individuals. However, if you disclose something serious like harassment, discrimination, or illegal activity, they may have a legal obligation to investigate, which could mean your anonymity is lifted. If you’re worried, ask about confidentiality at the start of the meeting.
Can I ask for an exit survey instead?
If the thought of a face-to-face meeting fills you with dread, you can ask to complete an exit survey or send feedback via email instead. Many companies have exit interview templates ready for this exact scenario.
Eight of the greatest ways to resign
Ready to find a job you love? View all available jobs now
