Everything you need to know before you give the dreaded exit interview

According to a recent study conducted by global professional services firm Aon Plc, 2022 saw a surge in the attrition rate in India from a mere six per cent in 2020 to 20.3 per cent in 2022. Another survey by Michael Page, a Mumbai-based recruitment agency, stated that the rate was expected to go higher. Why? With increasing conversations surrounding work-life balance, mental health, burnout, toxic work culture, and trends such as quiet quitting, the Great Resignation seems inevitable. The survey conducted by Michael Page also stated that nearly 60 per cent of the employees surveyed were ready to work with a lower salary than in a toxic and unhealthy workplace. 

Say, you’ve finally decided to quit, and it’s taken you four mountains, a river, and then some to get there. You’ve also had the conversation with your boss and breathed a sigh of relief. But you realise that's not the most difficult part; you’re left to give the exit interview—a survey conducted by organisations for employees who are quitting to get constructive feedback on the work, practices of the company, suggestions for changes that can be incorporated, and more.  

You’re presented with a complex situation. You’re not sure if you want to be brutally honest in your feedback or be diplomatic. We can understand the dilemma, so, we’ve got everything you need to keep in mind before you go in for your exit interview. 

Don’t get pressurised by HR questions 

The truth is, you may not be able to be 100 per cent truthful during an exit interview. According to an interview in the WSJ with Jane Oates (President of WorkingNation), you may not be able to reveal confidential conversations that you’ve had with your colleagues, or point fingers at a team member for difficult situations occurred in the past. It may not be the best idea to burn bridges, as your co-workers and employers will always be a part of your professional network, and you do not want anyone to hold grudges against you. While HR can be pressing in their need to know details, it’s up to you if you wish to share what you think is best for the organisation. 

Communicate professionally; don’t be bitter 
Though you may feel strongly about your reasons to leave and you want to let them know, it may not be the best idea to act impulsively. You may want to inform the company about unreasonable expectations, regular burnout, and its effect on your physical and mental health. You can. But we recommend communicating in a dialled down manner, and being professional and not bitter. Venting off is unlikely to do anybody any good. 

Give positive feedback 
Nobody likes to hear only criticisms and negative feedback. While you should share what was not working for you, also make sure to mention what worked for you—an organisation would want to know their areas of strength, and policies and practices they are getting right to understand what the employees want. Our advice? Try and be as unbiased as you can while giving your feedback. 

No one likes a show-off

If it’s a job or position that is more purposeful and is part of the reason that you’re quitting this job, you should let the company know that. However, we’d recommend not doting on it much or spending a lot of your time speaking about the job opportunity you have received. 

Give plausible solutions 
Whether it’s the toxicity in the workplace, poor leadership styles, or anything else that you feel needs to improve, it would be nice to offer a recommendation or plausible solution that will be conducive to the growth of the organisation. If you think there’s a healthier and more sustainable system that can help put things in place, do let them know.