For every company, employee departures matter. Departures are expensive, require retraining, and can harm a team’s culture. Larger companies often recover more quickly, but this is not the case for smaller companies and startups.  

With lean teams and ambitious growth goals, employee turnover at smaller companies can disrupt momentum, distract teams, and harm budding reputations, effectively becoming your kryptonite to growth. However, they also create an opportunity to learn. Exit interviews are one of the simplest and most effective ways to capture insights.

These conversations don’t need to be formal or complex. At FastrackPR, we have developed exit interview protocols and observed the benefits of brief, guided discussions or surveys that surface why someone is leaving and what kept them engaged. If you are ready to gain valuable insights, our team can leverage those insights and transform them into your superpower.

With fewer layers of bureaucracy, small companies and founders can quickly act on feedback and implement targeted changes that foster a stronger culture.

Importantly, exit interviews send a clear signal: leadership cares enough to learn. Over time, this practice helps startups not only reduce unwanted turnover but also build a high-performing, engaged workforce.

We view every departure as a chance to grow. Smart founders use exit interviews to turn goodbyes into better beginnings, enabling them to leapfrog the competition and add one more superpower to their team.