No company likes it when good a employee leaves, and most conduct exit interviews to find out why.
Harvard Business Review conducted surveys in 2012 and 2013 among 210 organizations, in 33 different industries, spanning more than 35 countries to see how companies do these interviews. The study also wanted to discover what companies learned from the interview and what they did with the information.
More than three-quarters of respondents performed some type of exit interview. The majority were done in person with a human resources employee.
From the employer's perspective, speaking with an employee can help answer their most pressing question: "Why?"
Although money is usually a factor, the study found many employees quit because they had issues with the work or did not get along with their direct supervisor. Inadequate training, unrealistic goals, and high pressure work were all reasons why employees left.
The exit interview ideally would give a company a chance to change bad work situations or personnel problems. Unfortunately, more than two-thirds of surveyed companies couldn't cite an example of a time they used it to change policies.
Ex-employees might well think the exit interview gives them a chance to air their grievances or shed light on problems within an organization.
But ex-employees should tread this road lightly. According to Forbes, experts disagree about the perfect approach, but it is likely wise to use caution when dishing out negative comments about individuals and company policies to prevent burning bridges and missing out on a potential reference.