By Lauren Alexander

Staff turnover is a reality for every workplace, but in child care, it can feel especially personal. When a valued team member decides to move on, it’s easy to get caught up in the logistics of hiring and training someone new. However, taking the time to conduct a thoughtful exit interview can give you valuable insights into what’s working—and what’s not—at your center. By approaching these conversations with care, you can use them as an opportunity to strengthen your team and improve staff retention in the future.

Why Exit Interviews Matter

Exit interviews aren’t just a formality—they’re a chance to learn from your staff. When someone leaves, they often have unique perspectives on your center’s strengths and areas for improvement. These insights can help you identify patterns, such as issues with workload, communication, or leadership, that might contribute to turnover. While it can be hard to hear criticism, this feedback is a gift. It gives you the tools to address problems head-on and create a better environment for your current and future staff.

Timing Is Everything

When conducting exit interviews, timing plays a big role. Ideally, you should schedule the conversation during the employee’s final week but not on their last day. This ensures they’re still engaged but not too overwhelmed with their transition. Avoid rushing through the process; dedicate at least 30-45 minutes to give them time to reflect and share their thoughts. Let them know the purpose of the interview upfront, emphasizing that their feedback will be used constructively to improve the center.

Create a Safe Space for Honesty

For an exit interview to be effective, the departing employee needs to feel safe sharing their experiences. Make it clear that their honesty is valued and won’t result in any hard feelings or retaliation. If possible, have someone neutral, like an HR representative or an assistant director, conduct the interview to encourage open communication. Reassure them that their feedback will remain confidential and that you’re genuinely interested in what they have to say—not just checking a box.

Ask the Right Questions

The success of an exit interview often depends on the questions you ask. Keep the focus on understanding their experience and identifying areas for improvement. Some questions to consider include:

• What made you decide to leave?
• Were there any factors that could have made you stay?
• How would you describe the workload and expectations?
• Did you feel supported by leadership?
• What did you enjoy most about working here?

Encourage them to share specific examples whenever possible. Their answers can help you uncover insights to make your center a better place to work.

Take Action on What You Learn

An exit interview is only as valuable as what you do with the information. After gathering feedback, take time to reflect on the themes and trends that emerge. Are there consistent concerns about communication, pay, or work-life balance? Use this data to implement changes that address these issues, whether that’s offering more competitive wages, creating clearer policies, or investing in staff wellness initiatives. Be transparent with your team about the steps you’re taking to improve; this shows that you’re committed to making positive changes based on their input.

Focus on Retention Moving Forward

While exit interviews are important, don’t wait until someone resigns to start addressing concerns. Regular check-ins and anonymous surveys can help you gauge staff satisfaction and catch potential issues before they lead to turnover. Create a culture where feedback is welcomed year-round, not just during exit interviews. By showing your team that you’re invested in their well-being and growth, you can build stronger relationships and keep your best staff members happy and engaged.

In Conclusion

Exit interviews aren’t about assigning blame—they’re about learning and growing. By approaching these conversations with an open mind and a genuine desire to improve, you can turn staff departures into opportunities for positive change. When you listen to your team and take their feedback seriously, you create a workplace that people are excited to be a part of—and one they’re less likely to leave.