Exit Interview Surveys
Gain the insights you need to reduce employee churn and foster better working environments
The importance of running regular employee surveys to capture feedback throughout the lifecycle of an individual’s employment is essential. But it’s equally as important to obtain this when they are leaving as it is when they join and all the key stages in between.
There can be many contributory factors behind why an employee chooses to leave. Unhappiness with the job, working conditions, relationships with other colleagues or the wider company culture, could be contributing factors. Or, dissatisfaction with salary, company benefits or a lack of opportunities for career progression. Equally, their reasons for moving on may be unrelated to anything the business is or is not doing. Such complexity makes the employee exit survey an essential tool in identifying the triggers behind every employee’s decision.
If each survey is conducted in a consistent and standardised way, the feedback from exit surveys can help you to identify any potential correlations or common reasons why staff are leaving. You will then able to use this insight to take any actions you need to further improve your working environment, employee happiness and ultimately reduce staff turnover.
Exit interview template
With potentially a wide range of different questions and areas you would like to cover off in your employee exit interview it’s always helpful to draw on a ready-made example. So, to help, you may want to look at our fully customisable employee exit interview template.
Exit interview questions
The questions you ask in your survey are essential to the insight you’re able to get back and the positive improvements you will be able to make to your organisation as a result. You might want to start a bit wider and more general and then get more specific with your questions further on in your survey. To help you we’ve outlined some example questions for exit surveys below.
To start you may want to use a very open-ended question, or prompt employees to select from a few options such as:
What are your most important reasons for leaving the company?
Which of the following factors influenced your decision to leave the organisation?
- Work conditions
- Work related stress
- Work culture
- Company leadership
Next, you may decide to explore how an individual felt about their job and working conditions. You may get to them to answer questions such as the following (these prompt respondents to rank their answers from strongly agree to strongly disagree).
Was I able to get all the resources needed to do my job successfully with this organisation?
Do you feel you received adequate recognition for the work you did?
To find out more about their working relationships, how well they felt they fitted in and their views on the wider business, you might like to ask the following (again prompts recipients to rank their answers).
How would you describe the company culture here? Did you feel welcome and made to fit in?
How well were you able to communicate with your immediate supervisor? (rank your answers from extremely well to not at all well)
You could then move onto training and development type questions, to get a feel for how well your employees felt supported and provided with opportunities to progress. Suitable questions to ask include:
On a scale from 1 to 5, how well were you trained in order to perform your job effectively?
How would you say your opportunities for growing your role/promotion/personal growth were? (using a rating scale from “very bad” to “excellent”.)
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Free Coronavirus resources
COVID-19 has brought a new working dynamic and presents a rapidly evolving situation. Use these free survey templates to connect with your workforce.