• Employers can use information from an exit interview to improve the company and communicate with workers.

Just collecting information during an employee’s exit interview does little to improve an organization. The information should be reviewed and used. It may be compared to employee attitude surveys, consolidated with information gathered from other employees, or evaluated against current employment trends.

The information may be used in coordination with an audit of the organization’s human resources (HR) practices if elements of employee relations are identified as issues. The information may be communicated to identified, current employees, including supervisors or managers, who may benefit from it. If this is done, the anonymity of the departing employees should be respected.

The organization need not respond to every comment made during exit interviews, however. Some comments may be subjective in manner and may not be representative of an actual problem.