I know I'm not telling you anything you haven't already figured out.  An agency's employees are so much more than the life blood.  They are the walking, talking embodiment of your company.  And when they leave -- you can learn a great deal, if you conduct exit interviews. I've been really fortunate.  In the almost 20 years of owning my agency, I've had (and have) some incredible employees.  They've gone on to do amazing things like start their own agency, work for Dow Jones, opt to stay home and raise three wonderful boys, work for Meredith Publishing, BBDO and many other fine companies. Of course, there's the other side of the coin too.  Some self-destructed, others...I mis managed or put into the wrong position and set them up to fail.  Some of them are still friends.  Others curse my name, I'm sure.  Honestly, that's one of the most painful elements of owning an agency for me.  I know I preach that we should have have thick skins, but I can't say I have that mastered. But no matter how/why someone leaves your agency, don't miss the opportunity to to conduct an exit interview.  You probably won't like everything you hear, but you will learn from it.  Every time. Exit interviews can deliver important inside information. The way departing employees view your organization might be the way things really are.  You can do this in a few different ways. If the employee is leaving on good terms, as the agency owner, you might be able to sit down and have a frank conversation.  But if there's still a final paycheck pending or they don't want to burn any bridges, you might find them less than truthful. [...]