What to Ask in an Exit Interview
An exit interview, also called an exit survey, can provide valuable insights to help you reduce turnover. Below are questions you can ask to identify areas for improvement and discover what motivates and engages employees.
Tips for Exit Interviews
- The best candidates for an exit interview are those leaving voluntarily on good terms. Employees who have been fired or resigned under fraught circumstances are unlikely to cooperate. If they do, strong emotions or negativity may understandably shade their feedback.
- If possible, have an HR representative conduct the interview rather than a supervisor or manager. The exiting employee may feel more comfortable with a third party, and a third party can also more easily receive difficult feedback without defensiveness.
- Let interviewees know their answers are voluntary. This is the best way to encourage open and honest feedback.
- Center your questions on the company rather than asking about specific people. Wise employees know that the world is small and industries are even smaller. They will not want to “name names” and risk burning bridges; you shouldn’t urge them to do so. Keep your questions and follow-ups as neutral as possible.
- Listen. Ask follow-up questions. The exit interview is not the place for the employer to push back or express opinions but rather to gather information.
- You may hear some difficult feedback. Try to remain calm and non-defensive.
- Apply what you learned when hiring a replacement. If the job description has changed or the exiting employee had difficulty understanding the requirements, this is an opportunity to make adjustments.
- Look for patterns. Not everyone leaves for more pay. As you conduct several interviews, you may uncover common themes that can help you retain current and future employees.
Exit Interview Questions
Depending on the circumstances of the departure, some questions may be more appropriate than others. Tailor these questions to fit the individual. The interview should be no longer than 45 minutes to an hour unless the exiting employee has more they want to share.
- What prompted you to look for another job?
- What factors influenced your decision to leave?
- Could we have done anything to keep you as an employee?
- Did you feel your contributions were valued and recognized? If not, how can we improve?
- Did you feel your day-to-day responsibilities matched your job description?
- Were you given clear expectations and feedback about your performance?
- Did your job change over time? Was this positive or negative?
- Did you feel your workload was reasonable?
- Did you feel you had a healthy work-life balance?
- Did you feel you had the necessary resources, training and support to succeed in your role?
- Were you satisfied with the opportunities for growth within the company?
- How would you describe the company culture and work environment?
- What did you enjoy most about this job? What did you like least?
- Were there policies or procedures you found difficult, confusing or frustrating?
- What are your suggestions for improving the company or your team?
- Would you recommend working here to a friend? Why or why not?
- Is there anything else you’d like to share?
