Losing an employee to a more attractive offer is always a bummer. Unless your company has an unsympathetic boss with a high turnover rate, you care when someone leaves your team.
Hence, it is crucial for every company to have an employee exit interview procedure in place and to ask appropriate exit survey questions. This enables the CEO, HR manager, and the entire company to learn from the feedback and make improvements for future hiring.
There’s not much you can do about them leaving, but you can ensure your company has a means to gather feedback for a thorough analysis. Why did they quit on their own accord? Could you, actually, have done something to stop it? Also, is there something you don’t know about your company’s culture?
This is where truthful feedback comes into play. By asking your soon-to-depart employee the right questions before they leave, you can obtain much useful information on how to enhance the experience of the new – and the current – hire.
Table of contents
What Are Exit Survey Questions?
Exit survey questions are questions that employers ask employees who are leaving the company. These questions help employers learn why employees are leaving and how to improve the company. They can be asked in different ways, such as through online surveys, phone calls, or face-to-face meetings.
Exit survey questions can cover different topics, such as the employee’s job, pay, benefits, manager, co-workers, culture, and work environment. They can help employers find out what employees liked and disliked about the company, what made them stay or leave, and what suggestions they have for the company.
These survey questions are important for employers to reduce turnover and increase satisfaction.
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Benefits Of Using Exit Survey Questions
Exit survey questions are useful for employers because they can:
- Learn why employees are leaving and how to keep them
- Find out what employees liked and disliked about the company
- Improve the company’s culture, work environment, and performance
- Reduce employee turnover and increase employee satisfaction
- Get honest and constructive feedback from employees
- Make better decisions and changes for the company
- Create a positive relationship with former employees
- Gain a competitive advantage in the market
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Exit Survey Questions per Role
You can decide to ask questions based on the roles they play in the organization. We have grouped them below:
Best Exit Survey Questions for Managers
Exit survey questions for managers are designed to collect feedback from employees who are leaving the company about their experience with their direct supervisor or manager.
These questions can help identify the strengths and weaknesses of the managers, as well as the areas of improvement in their leadership skills and style.
Some examples of exit survey questions for managers are:
- How would you rate your manager’s communication skills?
- How often did your manager give you constructive feedback and recognition?
- How well did your manager support your professional development and career goals?
- How did your manager handle conflicts or issues in your team?
- How did your manager foster collaboration and teamwork among your peers?
- How did your manager demonstrate the company’s values and culture?
- What did you appreciate the most about your manager?
- What did you dislike the most about your manager?
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Best Exit Survey Questions for Team Leads
Exit survey questions for team leads are designed to collect feedback from team leads who are leaving the company about their experience with their team, their manager, and their projects. These questions can help identify the best practices and challenges for the team leads, as well as the areas of improvement for their leadership skills and style.
Some examples of exit survey questions for team leads are:
- How would you rate your satisfaction with your role as a team lead?
- How well did you communicate and collaborate with your team members and other teams?
- How did you delegate tasks and monitor progress within your team?
- How did you handle conflicts or issues that arose in your team or with other teams?
- How did you motivate and empower your team members to perform their best?
- How did you balance your own workload and your team’s workload?
- What skills or competencies did you develop or improve as a team lead?
- What are the main reasons for leaving your role as a team lead?
Best Exit Survey Questions for Technical Roles
Exit survey questions for technical roles are designed to collect feedback from employees who are leaving the company about their experience with their technical skills, projects, and challenges.
These technical interview questions can help identify the best practices and areas of improvement for the technical roles, as well as the satisfaction and motivation of the employees.
Some examples of exit survey questions for technical roles are:
- How would you rate your satisfaction with your role as a technical employee?
- How well did you use and develop your technical skills in your projects?
- How did you cope with the technical difficulties or problems that you encountered?
- How did you communicate and collaborate with your team members and other technical employees?
- How did you balance your workload and manage your time and deadlines?
- How did you learn and adapt to new technologies or tools?
- What skills or competencies did you develop or improve as a technical employee?
- What are the main reasons for leaving your role as a technical employee?
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Exit Survey Questions for Marketing and Sales
Exit survey questions for marketing and sales are designed to collect feedback from employees who are leaving the company about their experience with their marketing and sales roles, strategies, and results.
These questions can help identify the best practices and areas of improvement for the marketing and sales executive functions, as well as the satisfaction and motivation of the employees.
Some examples of exit survey questions for marketing and sales are:
- How would you rate your satisfaction with your role as a marketing or sales employee?
- How well did you achieve your marketing or sales goals and targets?
- How did you cope with the challenges or difficulties that you faced in your marketing or sales activities?
- How did you communicate and collaborate with your team members and other departments?
- How did you balance your workload and manage your time and deadlines?
- How did you learn and apply new marketing or sales skills or techniques?
- What skills or competencies did you develop or improve as a marketing or sales employee?
- What are the main reasons for leaving your role as a marketing or sales employee?
Exit Survey Questions for Interns
Exit survey questions for interns are designed to collect feedback from interns who are leaving the company about their experience with their role, their team, and their learning.
These questions can help identify the best practices and areas of improvement for the internship program, as well as the satisfaction and motivation of the interns.
Some examples of exit survey questions for interns are:
- How would you rate your satisfaction with your role as an intern?
- How well did you learn and apply new skills or knowledge in your projects?
- How did you cope with the challenges or difficulties that you faced in your role?
- How did you communicate and collaborate with your team members and other interns?
- How did you balance your workload and manage your time and deadlines?
- How did you receive and use feedback from your supervisor or mentor?
- What skills or competencies did you develop or improve as an intern?
- What are the main reasons for leaving your role as an intern?
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Exit Survey Questions Based on Employee Experience
For a successful exit interview, survey questions can be asked based on the experience of the employees.
Exit Survey Questions Based on Job Satisfaction
- How would you rate your overall satisfaction with your job?
- How well did your job match your expectations and interests?
- How challenging and meaningful was your work?
- How fair and competitive were your compensation and benefits?
- How supportive and respectful were your supervisor and co-workers?
- How comfortable and safe was your workplace?
- How flexible and balanced was your work schedule?
- What are the main factors that influenced your decision to leave your job?
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Exit Survey Questions Based on Performance
- How well did your job match your skills and abilities?
- How clear and realistic were your performance expectations and goals?
- How frequently and effectively did you receive performance feedback and recognition?
- How did you handle the pressure and stress of your work?
- How did you collaborate and communicate with your team members and other employees?
- What skills or competencies did you develop or improve in your job?
Exit Survey Questions Based on Feedback
- How would you rate the quality and frequency of feedback that you received in your job?
- How well did you use the feedback that you received to improve your performance and skills?
- How comfortable and confident did you feel giving feedback to others in your job?
- How did you handle positive and negative feedback in your job?
- How did feedback affect your relationship with your supervisor and co-workers?
- How did feedback influence your decision to leave your job?
- What skills or competencies did you develop or improve as a result of feedback in your job?
- What suggestions do you have to improve the feedback culture in the company?
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Exit Survey Questions Based on Culture
- How would you describe the company’s culture in three words?
- How well did you fit in with the company’s culture?
- How did the company’s culture support or hinder your performance and well-being?
- How did the company’s culture promote or discourage diversity and inclusion?
- How did the company’s culture encourage or discourage innovation and creativity?
- How did the company’s culture recognize or reward your contributions and achievements?
- What aspects of the company’s culture did you appreciate the most?
- What aspects of the company’s culture did you dislike the most?
Exit Survey Questions Based on Work Environment
- How would you rate the quality and availability of the equipment and resources that you used in your job?
- How well did the work environment suit your preferences and needs?
- How did the work environment affect your health and well-being?
- How did the work environment support or hinder your productivity and performance?
- How friendly and supportive were your co-workers and other employees?
- How did the work environment foster or discourage collaboration and teamwork?
- What aspects of the work environment did you enjoy the most?
- What aspects of the work environment did you dislike the most?
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Sample of Exit Survey Questions
Below are some templates of exit survey questions samples that you can use.
When To Conduct Exit Survey?
Exit survey should be done when the employee is still working or soon after they leave. This is because the employee can remember their experience better and give honest answers.
The survey can be done online, by phone, or in person. Most importantly, an exit survey should be done for all employees who leave, unless they are fired or have a bad relationship with the company.
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How do you Answer Exit Survey Questions?
Here are some tips on how to answer exit survey questions:
- Be specific and give examples of your experience
- Focus on the facts and not on your feelings
- Be constructive and suggest ways to improve
- Avoid being negative or rude
- Thank your employer for the opportunity and wish them well
Answering exit survey questions can help you leave your job on a good note and show your professionalism.
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FAQs
An exit interview is a survey conducted with an individual who is separating from an organization or relationship. Most commonly, this occurs between an employee and an organization, a student and an educational institution, or a member and an association.
Keeping the process casual and relaxed will help the employee feel at ease and be more willing to provide honest feedback. Try having the exit interview leading up to the employee’s last day. But don’t suggest having the interview on their actual last day.
Exit interviews should be conducted by a neutral third party, such as a human resources representative, to put the employee at ease and to encourage honest responses. If an exit interview is conducted by a departing employee’s direct supervisor, that employee may be unwilling to be candid.
You can use different tools, such as notes, audio recordings, or software applications, to capture the data. However, you should always inform the employee about the recording method and obtain their consent before starting the interview.
Exit interviews can help you convert attrition into an opportunity for growth. They have a myriad of benefits for your teams—including stronger leadership, boosted culture, and better retention rates.
Conclusion
Exit surveys are a valuable tool for employers to understand why their employees leave and how to improve their retention and satisfaction.
By asking the right questions, you can gain insights into the strengths and weaknesses of your organization, the expectations, and needs of your workforce, and the factors that influence their decisions to stay or go.
In this article, we have provided you with over 70 examples of exit survey questions that cover various aspects of the employee experience, such as job satisfaction, performance, feedback, culture, and work environment. You can use these questions as a guide to create your own exit survey that suits your specific goals and context.
References
- Questionpro.com – 30 Exit Survey Questions for Exit Interview Questionnaire
- Embedsocial.com – 50+ Exit Interview Questions per Role
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