11/04/2025
I’ve completed 2 exit interviews. Here’s what I’m learning.
A week ago, I started interviewing people who left their jobs to understand what REALLY drives turnover.
I thought these would be 30-45 minute conversations.
Turns out, when people finally get the exit interview they deserved—or never got—they have a lot to say.
Here’s what’s emerging:
Early patterns:
🔴 The decision to leave wasn’t sudden. The decision to leave was made months (before they gave notice. By the time they resigned? Already gone.
🔴 Money wasn’t the problem. BOne person was underpaid by $20K+ despite managing the largest team. Another took on 40% more work with zero title or pay bump. But neither left because of compensation. They left because they felt invisible.
🔴 They tried to advocate for themselves. They raised concerns. They asked for what they needed. Leadership either ignored them or gave hollow responses. Eventually, they stopped asking.
🔴 Exit interviews are often performative—or don’t happen at all. One person got to have the honest conversation she deserved (rare). The other never got an exit interview. And even when they happen, most people don’t tell the truth because they don’t feel safe.
Here’s what’s becoming clear:
Retention isn’t about perks, it’s about whether people feel seen, valued, and heard.
And most leaders don’t realize they’re losing good people until it’s too late.
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If you left a job in the past 1-2 years and never got to share your real story—I want to talk.
Confidential. Anonymous if you want. And honestly? It might feel good to finally say it out loud.
Plan for 60-90 minutes. These run deep.
Comment “ME” below and I’ll send you the link.
Let’s help leaders stop losing good people.
