Exit interviews are a valuable tool for both the departing employee and the school. They offer an opportunity to reflect on the employee’s experience, understand the reasons for their departure, and gather feedback that can help improve the school’s culture, systems, and practices. When carried out thoughtfully, they can also provide closure for the departing employee and insights for the school community.
Purpose and Approach
Exit interviews should be approached as a two-way learning opportunity. They are not simply a chance for the school to understand why someone is leaving, but also an opportunity for the departing staff member to share their perspectives and gain insight into how the school operates. Ensuring the conversation is open, respectful, and constructive is vital.
Confidentiality and Trust
Explain who will see the notes, how feedback will be used and the limits of confidentiality before starting. Safeguarding concerns or matters needing formal action must follow the appropriate school procedure; do not promise absolute secrecy.
Engaging with the Wider Community
Exit interviews are not just for leadership—they also benefit the wider school community. Feedback from departing staff should be used to reflect on the broader staff experience and to help foster a supportive, inclusive culture. Share only the themes needed by those responsible for improvement, without details that identify the departing colleague. Do not share individual exit-interview accounts in professional networks.
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Suggested Questions for Exit Interviews
Consider using the following structured questions to guide your exit interviews. These cover a range of topics including school culture, professional support, and personal reflections:
- What has led you to decide to leave?
- How would you describe working here, and what experience best illustrates that?
- What prompted you to begin looking for a new job?
- What aspects of your role did you find most and least fulfilling?
- What would you have changed about your employment experience, if you could?
- What advice would you give to someone new stepping into your role?
- Do you feel your accomplishments were acknowledged and valued?
- Did the Senior Leadership Team (SLT) support your professional success?
- Were you given frequent, constructive feedback?
- How has your role evolved since you joined the school?
Best Practices for Conducting Exit Interviews
- Listen Actively: Allow the departing staff member to speak openly without interruption. Show that their views are valued.
- Document Feedback Thoughtfully: Record insights in a structured, confidential way for analysis and follow-up.
- Identify Themes: Look for patterns across multiple interviews to inform wider policy or cultural change.
- Share and Action Insights: Feedback should be reviewed with leadership teams and governors where appropriate. Share agreed actions with staff without identifying the person who raised them.
- Provide Positive Closure: Thank the staff member for their contributions and wish them well in their future career.
By conducting respectful, reflective exit interviews and engaging with broader educational communities, schools can build a culture of continuous improvement and foster a workplace where all staff feel valued, supported, and heard.
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