Employers conduct exit interviews when an employee decides to leave their job to understand why they are leaving. Exit interviews are an opportunity for employees to provide feedback and offer recommendations for the company to help them improve. It is crucial that organizations utilize the right exit interview questions to collect important feedback from their employees.
What Are Exit Survey Questions?
Exit interview survey questions are questionnaires used in the exit process of an outgoing employee. Exit interview questionnaires as an online surveys enables employees to efficiently give honest feedback.
30 Industry-tested exit survey questions for the questionnaire
Employee exit interview questions may vary for different companies, but these questions are most effective when they are a mix of both open-ended questions and closed-ended questions. These questions invite exiting employees to express their opinions about the time they spent in the organization and help the organization collect insights.
Here are some of the most useful and common questions interviewers ask during an exit interview:
1. What’s the reason for quitting this job?
This employee exit interview question is essential in capturing the critical detail of why an outgoing employee (unless terminated), decided to leave their current position. It is essential for an organization to know the reason, to understand if there is a pattern, and implement steps to improve employee retention.
2. In your opinion, were you provided the essential tools and resources required to excel in your position in our organization?
Asking this question will help organizations get a fair idea about employee’s satisfaction related to training, technology tools, and other attributes that would help him/her perform better at the workplace. Depending on the information obtained, an organization can understand if there is enough scope of learning in the organization.
3. Did you get along with your coworkers?
Teamwork is an important attribute for any organization to excel. Response to this question can lead to a conclusive understanding of the state of teamwork culture in the organization and if measures need to be taken for improvement.
4. Did you get along with your manager?
For an organization to function smoothly, it is important that there is a mutually respectful relationship between employees and their managers. An organization that lacks this culture will have a higher employee attrition rate.
5. What did you enjoy the most about your job?
The organization can come to know what they are doing well and what areas they need to improve on for employees to enjoy their job more.
6. What did you dislike the most about your job?
Organizations must know what the employees did not like about their job in general. This information can be compared to the collected data to draw inferences regarding work culture.
7. Is there any problem/ issue, in particular, you would like to mention?
This helps employees pen down their issues, things that are bothering them, and how these can be resolved.
8. Under what circumstances, if any, would you consider returning to the company?
If an employee is an exceptional worker, it is a loss for the organization if he/she has quit. Organizations need to know the alternatives to retain high-performing employees.
9. Do you think the management recognized your efforts towards organizational development? If not, how do you think recognition could be improved?
It is important for employees to feel like their hard work is appreciated in the organization; this allows them to feel a sense of belonging and will improve their overall experience in the position. The organization must improve their culture if employees are unsatisfied with the level of recognition they receive.
10. Do you think the company policies were adequate? If not, do you want to suggest changes to the company policy?
According to a QuestionPro study, 17% of employees quit an organization because of poor policies. Response to this question will help an organization determine if they have robust HR policies or not.
11. Did your job description change since you were hired? If so, how?
Certainly some organizations have a set KRA for employees when they join an organization. However, over the years, their role might change. Responsibilities can be added or removed. It is important to know if employees are comfortable with these changes or not.
12. Do you feel you were given sufficient training to perform well in your role? If not, how could it have been better?
If an employee is unable to understand some aspects of his/her job, the immediate first step that any organization should take is to provide them with training that will help them improve their performance. Asking this question will give an organization clarity about their training routine.
13. Do you have any concerns about the organization at large that you would like to share?
Being open to constructive feedback is one way of improving oneself. Equally organizations need to utilize constructive feedback, so they can analyze and improve.
14. Will you recommend our organization to your friends and family for potential employment opportunities?
This is the moment of truth for any organization! Response to this question can be either positive or negative. Both responses are equally important for an organization to know its strengths and weaknesses.
15. Is there anything else you’d like to add?
An open-ended question allows employees to make a note of anything that they are not comfortable saying in person. There might be things unknown to the organization that the employee might want to tell, or it may be a simple suggestion/feedback.;
16. What could we have done early on to avoid this situation from developing?
Organizations can understand and record all the possible reasons for an employee to quit. If every exiting employee has nearly the same kind of reasons to quit the organization, then there is a bigger problem to address.
17. How could leaving the organization be handled better?
Asking this question will give the organization an idea about the employee’s expectation from the organization regarding crisis management, and in turn, the organization will know what needs to be the correct approach in managing similar situations.
18. What specific suggestions would you give the organization to manage the crisis better in the future?
Ask this question as a follow up to the previous question. Make employees feel comfortable being honest and you will be surprised by the issues that might never have come to light.
19. How do you feel about the organization?
Employees who are quitting the organization have no reason to lie or to hide anything from the management. They will be honest about their feedback and present facts.
20. What extra responsibility would you have welcomed?
This question helps to understand some other hidden attributes of the employee and their ability to balance a heavier workload.
21. Please comment on the communication within the organization.
Responses will help organizations analyze their internal communication.
22. How would you describe the organization’s work culture?
Every organization has a culture unique to itself. Ask an employee about organizational culture to collect candor feedback and further evaluate your own culture.
23. While you worked with other departments, how could you have been helped better?
Communication within different departments in an organization should be effective and transparent. If communication lacks clarity, it will surely lead to confusion.
24. Do you think the appraisal system worked for you?
Appraisal systems allow employees to identify what they have done well, what they need to improve on, and their overall performance within the organization. Creating a work environment where employees feel appreciated and motivated is crucial.
25. Were you motivated sufficiently and could there have been anything done differently?
Employee motivation is one of the biggest concerns for organizations. Organizations need to know if supervisors and managers take the lead and help improve employee motivation. If not, then this issue needs to be addressed immediately.
26. What can the organization do to retain its best employees, such as you?
Know what can be done better, collect feedback, and analyze it, and take necessary actions. Retain your best people; human capital is the most important driver for an organization. A higher rate of employee attrition is not good for an organization’s reputation.
27. Have you ever experienced any discrimination or harassment while working in this organization?
It is advisable to be absolutely clear in sensitive matters like these, so no other employee in future experiences anything similar that can leave an adverse impact on the organization’s culture, reputation, and people.
28. Would you consider returning to the organization if the situation were right?
It is always good to know if there is any scope for future negotiations if the employee would want to return to work with the organization. Replacing a hard-working and well-deserved employee is always a tough call. Time magazine emphasizes the importance of truly understanding what the organization could have done or what they can do in the future to keep an employee.
29. Are you happy to tell us which organization you would be joining (If you have already decided)?
If the employee is comfortable sharing this information, it is good for an organization to know where he/she is headed with respect to their career choices. If the employee is well-deserving, an organization might even write a letter of recommendation for the employee.
30. Can we make this transition any smoother?
Leaving an organization can be emotional for some employees. It is a kind gesture for the outgoing employee if his/her organization proposes to make the journey smoother and make the exit process less painful, ask for this information, your employees may need a helping hand.
Use QuestionPro’s Templates For Your Exit Interview Surveys: 9 essential exit interview survey templates
Benefits Of Using These Questions
Interacting with your employees even after they have decided to move on allows you to know the reasons behind and explore them further to contain future exits.
- Gives you information to bring about changes
- Employees have no reason to hold back during exit interviews; their response is honest and candid. This highlights issues that HR or managers may not be aware of. This is data that can help you contain future exits.
- Gives you the opportunity to discuss commitments
- Several companies have clauses and riders in employee contracts. It is ideal to discuss any commitments, obligations, etc. with outgoing employees to reduce liability for both parties.
- Gives you data to convey to supervisors
- Employees may put forth information that may help managers address and bridge gap areas. This can help contain further attrition from specific teams or functions.
- Lets you collect references
- Even if your employees leave, they can always come back or refer their friends and family to the organization. Use exit interviews to get references for future relevant job roles.
When To Conduct Exit Interviews:
Much like any other departure, there will be a mix of emotions. Companies can greatly benefit from this if they have a structure in place to let the exiting employee speak in a secured, private, and professional platform. The feedback can be positive or negative, but what makes exit interview questions and answers so valuable for companies is the honesty.
Employees will be forthcoming about things they did not express while being employed.
Generally, organizations conduct staff exit interviews immediately after the employee yields their resignation, but it is always a good practice to wait until the last few days of their employment. The process must be transparent through its entirety.
Furthermore, the organization would indeed expect a candid response from the employee. Hence employees should be walked through the process to provide honest answers. Therefore, organizations need to extensively plan such interviews to get maximum insights from the same.
QuestionPro Workforce provides a range of question types, templates, logic, and branching, analytics, and dashboards for you to create, deploy and analyze exit interview questions as part of the overall employee engagement and feedback platform.
Learn more: 3 essential exit interview survey examples
Why Should An Organization Use These Questions In Their Surveys?
1. Understand why an employee is leaving their position in a certain organization.
2. Receive honest feedback to the management. Employees who have decided to quit the organization have nothing to lose or fear. These are the employees who will give honest feedback once they are ready to walk out of the organization.
3. Increase retention rates.
How To Get Real Insights From Exit Interview Questions?
The key to making the exit interview process from inefficient to excellent is by asking questions that allow an organization to collect actionable responses. Forbes magazine gives insightful tips on how to handle the exit interview in an excellent way, one of the points being to end on an upbeat note with the employee. The employee will respect the organization more if they can have the opportunity to give feedback that will lead to improvements within the company.
After collecting insightful responses, it is crucial to utilize them to propel your company forward. To bring about these changes, the organization must look at the common pattern.
Ready to create a workplace culture where everyone can reach their full potential? Learn more about how to get ongoing feedback from your employees and start taking action to make a positive impact in your organization with QuestionPro Workforce.