15 Great Exit Interview Questions To Ask Your Employees

When an employee decides to leave your organization, exit interview questions come into play by the HR teams, and their importance increases to understand their motivations. Research from Gallup shows that 36% of employees who quit didn’t seek advice before making that decision. Conducting exit interviews gives you a valuable chance to gain genuine insights into your employees' experiences and perspectives, which can help you prevent further turnover.

Exit interviews play a crucial role in your offboarding process. The questions you pose should be designed to elicit honest and detailed feedback, regardless of the reasons behind the employee’s departure.

Neglecting to conduct exit interview questions or overlooking the insights they provide can significantly impact your ability to retain talent. For instance, if someone leaves due to a negative workplace culture or a lack of advancement opportunities, chances are other employees feel the same way. If you fail to address these issues, you risk losing even more staff over time.

Simply put, if you don’t ask, you won’t know. To assist you in this process, we’ve compiled a list of 15 effective exit interview and survey questions that will help you uncover underlying trends, pinpoint potential issues, and enhance employee retention.

Why Are Exit Interviews Valuable?

Exit interview questions and surveys play a crucial role in providing honest insights into your workplace culture, everyday operations, and management practices. They help shed light on why employees choose to leave your organization.

While it can be tough to hear negative feedback, skipping exit interview questions mean your organization might miss out on essential chances to enhance the employee experience and improve retention. Employees leave their jobs for various reasons. The three most common are typically higher salaries, difficult management, and limited opportunities for advancement.

However, it’s important to recognize that leaving doesn’t always stem from negative experiences, and you obtain this knowledge from asking appropriate exit interview questions. Sometimes, individuals leave to relocate, switch industries, or find positions that better align with their work-life balance and personal priorities.

Tips To Write Useful Exit Interview Questions

What should be discussed during an exit interview, and how should one structure useful exit interview questions? By strategically planning your questions, you can gather valuable insights from departing employees.

Here are some helpful suggestions: If your organization has a human resources department, consider having a representative from that team conduct the exit interview.

This approach may encourage the employee to be more open and honest about their reasons for leaving. For someone who has provided two weeks' notice, it's best to schedule the exit interview in the middle of that period, neither right after the announcement nor right before their final day.

Regardless of whether the interview is held over the phone, via video call, or in person, be sure to inform the employee about the purpose of the meeting. Emphasize that they are not required to answer any questions they find uncomfortable, and focus on listening instead of expressing your own views.

AIHR also has a guide to follow on this:

Here are five things that need to be considered before formatting your exit interview questions:

• Clarify the Purpose: Exit interview questions can feel awkward for employees who are leaving, especially if they’re unsure of what to expect. It's crucial to reassure them that there's nothing to be anxious about. Make it clear that you’re simply looking to understand their reasons for seeking new opportunities. Additionally, stress that your goal is to make positive changes in the company culture based on their honest and constructive feedback. When employees understand the purpose behind the interview, they’re more likely to open up and share their insights.

• Choose the Right Timing for the Interview: Since most employees provide four weeks' notice, try to schedule the exit interview during their final week. By this point, they are typically more willing to share their thoughts. If possible, conduct the meeting in person; otherwise, a video call works just as well. Some companies opt to conduct exit interviews after the employee has left, often in the form of an exit survey. At that stage, the employee may feel more relaxed, which can lead to a more casual and honest conversation.

• Pick the Right Person for the Interview: Many employees leave their jobs due to issues with their managers. A LinkedIn survey found that 70% of U.S. workers would quit because of a bad manager. Conducting the exit interview with the departing employee's direct manager may create tension. In fact, Gallup reported that 24% of leavers encountered “rudeness, hostility, or a generally negative reaction” from their managers. To keep things neutral and friendly, assign an HR representative or a second-line manager to lead the interview. Being one step removed from the employee helps them feel more comfortable sharing their feedback, and these individuals will have the ability to implement changes based on what they learn.

• Listen Attentively: It's vital to pay close attention during the exit interview. This demonstrates that you value the employee’s feedback. Additionally, ask follow-up questions based on their responses to gain a deeper understanding and avoid jumping to conclusions.

• Ask Thoughtful Exit Interview Questions: Unfortunately, asking the wrong questions can hinder the effectiveness of an exit interview. By following our guidelines for crafting effective questions, you can ensure your organization doesn’t miss out on essential insights that could drive improvement. Thoughtful exit interview questions can help you uncover valuable information about your business that enhances the employee experience and helps retain top talent.

15+ Exit Interview Questions

To help you make the most out of your exit interview questions, we've compiled a list of 20 essential exit interview questions to consider.

These sample exit interview questions are categorized for easier navigation, so you can find the ones that best suit your organization's needs.

Reasons for Leaving

Asking about the reasons for leaving is crucial since it captures the employee's overall experience at your organization. These exit interview questions also encourage more general responses that can be explored further during the interview.

• What prompted you to decide to leave the company?
• How was your relationship with your direct manager?
• Did you feel you got along well with your colleagues?
• Overall, how would you describe your experience working here?
• Is there anything we could have done differently to keep you with us?

Employee Experience

The employee experience plays a significant role in retention and general job satisfaction. Including questions from this category can help identify strengths and areas that need improvement, ultimately enhancing the workplace for current and future employees.

• How did you feel about the management style you experienced?
• Did your manager provide you with regular, constructive feedback?
• Were there any benefits or programs you thought were lacking?
• Did you feel adequately recognized for your contributions?

Role-Specific Questions

Role-specific questions can help reveal a position's skill gaps, challenges, and inefficiencies. This can provide valuable insights into job expectations and workload, leading to better role clarity and a smoother transition for future hires.

• Were your responsibilities clearly defined?
• Did you understand what was expected of you?
• Did you have all the resources you needed to perform effectively?
• Do you feel you received sufficient training for your role?
• Did the job meet your expectations?
• Were there clear goals for your career progression?
• What aspects of your work did you enjoy? Was it rewarding, challenging, or perhaps too easy?

Forward-Facing Questions

Exit interview questions should foster honesty and openness. Genuine feedback from departing employees can improve workplace policies, highlight systemic issues, and improve the work environment.

• What do you see as the biggest risks for our company?
• Do you have any advice for your team?
• What changes would you suggest to make this a better workplace?
• Would you consider returning to work here in the future?
• Would you recommend this company to others looking for a job?

Once you’ve created a supportive environment that encourages honest feedback, it’s important to take action based on what you’ve heard. While former employees may not be concerned about your organization's response to their feedback, current employees certainly will be.

To maximize the value of your exit interviews, make sure to listen attentively, analyze the feedback, and identify any patterns. If multiple individuals mention the same issue, make a note of it and check in with your remaining staff to understand how to enhance their experience.

Investing the time and effort into a thoughtful offboarding process for departing employees can yield significant benefits for your organization.

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