For Some Time, You've Wanted to Implement an Exit Interview

For some time, you've wanted to implement an exit interview process at your organization. You feel strongly that there's a lot of valuable information that can be gleaned from departing employees and want to convince "the upper powers" of this as well. You're ready to put together a proposal, and want to present the best possible arguments for establishing an exit interview program. Which of the following would be the strongest reason that you could include in your proposal to senior HR and line leadership?

A) If managers know that departing employees will have the opportunity to provide feedback as they are leaving the organization, they may be less likely to intentionally behave in ways that are problematic or to treat employees in an unprofessional manner.
B) Since managers will be able to attribute comments made during exit interviews to specific employees, they will be better able to assess the validity of the feedback that departing employees provide.
C) Exit interviews provide an excellent opportunity to learn about how employees truly feel. Although employees may have been hesitant to express these feelings while employed with the organization, this same level of anxiety will not exist during the exit interview process, so departing employees can articulate their feelings more comfortably.
D) Exit interviews provide a unique opportunity to capture useful and relevant feedback from employees about a number of factors, such as the nature of the supervision that the employee experienced and the employee's relationship with his or her supervisor. This is information that might never be obtained in absence of an exit interview process.