Here's an interesting statistic: 71% of respondents are "likely" or "very likely" to be honest in online exit interviews compared to only 48% in employee satisfaction surveys, according to Nobscott Corp. (Chicago Tribune, June 2, 2008).  And nearly two-thirds of the online exit interviewees were willing to identify themselves.

What this means to your organization is that there is a wealth of potential corrective information available, simply by asking.

People leaving companies are much more likely to be honest about organizational problems for several reasons: they care about some of the people they are leaving behind, they care about having their opinions heard, they want their due.

When was the last time you reviewed exit interview results for your area of responsibility?  Do you make sure departing employees are given the time for meeting with HR to have this conversation?  How many changes can you trace back to information gained through this process?  Your answers to these questions will tell you how much positive opportunity for change is being missed.

And one of the most prevelent issues raised during exit interviews: lack of training.  (Remember, people want to be successful.  It is the manager's job to give them the tools to be able to succeed.)