If they’re already leaving, it’s too late.
disclaimer: this isn’t formal legal or employment advice.
Many businesses attempt to have frank conversations with departing employees. These exit interviews are often handled by human resources — not the direct manager — and follow a templated list of questions like, “What did you like?” or “What could be improved?”
The problem? They’re awkward. By the time someone is leaving, their mind has already “checked out.” They’re not eager to jump through more hoops, and any candid, critical feedback they provide is too late to help them — or you.
Still, exit interviews are well-intentioned. Companies want to learn how they could have saved a good employee or improve the workplace for others. But the fundamental flaw is this: Once you’re having these conversations, it’s too late to act.
Surely the solution isn’t as simple as, “Do the exit interview sooner,” right?
Actually, it is.
Why Ask Before They Quit?
If you ask employees, “What could we do to keep you?” before they’re considering leaving, you have a real chance of making changes that matter.
You might think departing employees are more honest because they have “nothing to lose,” whereas current employees might fear retaliation for being too candid. But here’s the truth: Most employees don’t want to leave. They want things to get better without having to quit.
Talking to them sooner gives you a chance to fix problems before they reach a breaking point.
How to Start the Conversation
Employers, managers, supervisors: Start these conversations with your direct reports before it’s too late. Ask them:
What do you like about working here?
What’s not working for you?
Were any aspects of this job misrepresented during the hiring process?
Make it clear that it’s a safe space to share, without fear of retribution or blame. The goal is to listen, learn, and act — not to defend or deflect.
The earlier you uncover issues, the more time you’ll have to make improvements, retain great employees, and avoid having to do too-late exit interviews altogether.
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