Why Your Exit Interviews Aren’t Telling the Whole Story...

If you’re waiting for exit interviews to uncover what’s driving turnover, you’re already too late.

By the time employees sit down for that final chat, most are focused on their next chapter, not fixing yours. Harvard research shows they’re far less candid than you’d hope, often protecting relationships (and references) on the way out.

Meanwhile, Gallup reports that over half of exiting employees say their manager could’ve done something to keep them, but the tough conversations never happened. Here’s what the most effective executives do differently:

• They don’t rely on exit data alone.

• They build a culture of stay conversations — frequent, informal check-ins that uncover what’s working, what’s missing, and what might pull top talent out the door.

• They equip leaders with the skills (and the psychological safety) to have these talks before employees disengage.

At well at work, we help organizations design simple frameworks to keep these insights flowing — long before there’s a resignation letter on the desk.

Because thriving organizations aren’t built by reacting to departures. They’re built by understanding, and acting on, what matters most while people are still here.

Curious how your leadership team can get ahead of hidden risks to engagement and retention? Let’s connect.