Exit interview programs often fail due to several common pitfalls. One key issue is the lack of a conducive environment that encourages honest and constructive feedback from departing employees. When organizations approach exit interviews as mere formalities rather than opportunities for genuine insights, employees may hesitate to share their true thoughts, leading to superficial responses. Additionally, inadequate confidentiality measures can deter employees from expressing concerns openly. Another challenge lies in the failure to act on the feedback received, rendering the process futile and demotivating for departing employees. To design successful exit interview programs, organizations should prioritize creating a culture of openness, ensuring confidentiality, and implementing actionable strategies based on the collected feedback. Establishing a proactive approach to address identified issues can transform exit interviews into valuable tools for continuous improvement and employee