Exit interviews try to delve deep into the mind of the departing employee and make him speak out his mind frankly and valiantly. In this context, employee turnover is defined as the process of exit of an employee and his replacement. A consistent plan of exit interviews with suitable HR measures would reduce employee turnover and ensure their constancy.

"Great is the art of beginning but greater is the art of ending"seems to be relevant for the professional affiliation between the employer and the employee. It all begins with a ceremonious recruitment process involving elaborate tests, searching interviews and meticulous assessments for determining the worthiness of the candidate. But the departure of that same employee does not seem to evoke a similar degree of attention from most of the employers. Often, many employers routinely shrug away the exit of employees as a very common, mainstream event that is inevitable in the human resources arena.

The decision of the employee to quit his assignment is invariably based on very strong, personal reasons, because it is a matter of bread and butter for him. He necessarily has to take into account all factors before arriving at the conclusion to terminate that relationship, which provides him "his life". For employers, this very fact makes the reason worth knowing.