Exit Interview: Important Questions You Should Ask.

There could be many reasons why employees decide to leave the organisation. Exit interview questions are the most effective tool to find out the reason: why? 

What Is an Exit Interview?

An exit interview provides the opportunity for the organisation to seek feedback about the employee’s experience. Gathering feedback can support the organisation in identifying areas for improvement. This might reduce future turnover by rolling out some new retention initiatives and improving your employee relations.  

The interview will cost you a small investment of an hour and there are multiple benefits of conducting these interviews.  

Feedback: the purpose of the exit interview is to gain information and feedback. It may give insights into the gaps and/or problems that were not otherwise obvious.  

• Finish the offboarding process: the exit interview gives the opportunity to ensure the employee understands the obligations and next steps, such as when to return company equipment, and agreements about the non-compete, non-solicitation and intellection property rights. 
• Market insight: exit interviews questions can give you valuable insight into the employee’s new job, the benefits, recruitment and training process. It gives perspective on what is in the job letter at other firms. 

Exit Interview Questions

Questions asked during the exit interview could be open– ended questions and/or multiple-choice questions. Some examples of questions are: 

1. Did the company support you in accomplishing your career aspirations? 
2. How would you describe your manager’s leadership style? 
3. What do you like most about our workplace culture? What do you like least?  
4. Would you consider re-employment with our company? 
5. What’s your proudest achievement experienced at our company? 

Here are some examples of multiple-choice questions. Use a 4- or 5-point scale from strongly agree to not applicable.  

1. The company communication was clear and exhaustive. 
2. The cooperation with other teams/departments was very good and effective. 
3. There has been provided regular, on-going feedback about my performance. 
4. The character of the work was challenging and interesting.  
5. The company supported me in my personal development.   

Keep in mind that it is possible that employees might fear reprisal, which may carry through to their next job, when providing information during this interview. Perhaps organisations could consider following up with the employee when they are settled in the new role, and have neither fear nor anger in speaking freely.  

The information gained from an exit interview is invaluable to the growth of your business and employee relations. For further information on these benefits and conducting exit interviews please contact us.