Learn what are the best exit interview questions to ask your departing employees and why, and how to conduct exit interviews that improve your staff retention.

In all my years of experience, I have come to realize that the right exit interview questions can provide the organization, very beneficial information. In addition to some of the questions listed above, I also ask other questions, such as: would you work for the company again and why; and would you work for the same manager and why? Depending on how these two questions are answered, they can tell you if there are workplace concerns that are impacting the culture negatively that should be investigated. It can also help you address any concerns before others leave the organization or that same department. If the employee shares what is going well, make sure to thank them and ask for details.

What are the most effective exit interview questions to ask and why?

Exit interviews are a valuable opportunity to learn from your departing employees and improve your staff retention strategies. However, not all exit interview questions are equally effective in eliciting honest and constructive feedback. In this article, you will discover what are the most effective exit interview questions to ask and why, and how to conduct exit interviews that benefit both you and your employees.

1 The purpose of exit interviews

Exit interviews are not just a formality or a way to say goodbye to your employees. They are a chance to understand why they are leaving, what they liked and disliked about working for you, and how you can improve your workplace culture, policies, and practices. By asking the right questions, you can gain insights into your strengths and weaknesses as an employer, identify areas for improvement, and reduce turnover.

Add your perspective

Angela Grether

Director of Talent Acquisition and Culture | SHRM Certified Generalist
Report contribution
I've found that exit interviews are invaluable and allows for better insight in how effective our culture initiatives and agendas are working. If we have an employee exiting due to a better opportunity, I like the opportunity to congratulate them and leave them know that their contribution was appreciated and valued. Boom a rang employees are some of the most loyal employees. You must treat them just as well leaving your company as you did when you were recruiting them. In addition, it's been my experience that doing exit interviews allows those individuals who may feel they were mistreated to be heard. This will leave them in a better frame of mind and much less likely to litigious.

Like
Ravinder Singh (ROI Guerilla 🦍)

Chief Marketing Officer | Growth Marketing Strategist | Expert in B2B/B2C Acquisition & Conversion | €30M+ Revenue Generated | SEA/SEO I CRO I 5X ROAS | Guerilla Marketing I Google & Meta I Stanford Ignite MBA Graduate
Report contribution
In my experience, conducting effective exit interviews is a valuable opportunity to gain candid insights into employee departures. Asking the right questions is key. Questions that explore the reasons behind the departure, the quality of the work environment, and the employee's growth opportunities can provide actionable feedback for continuous improvement. Leveraging these insights, organizations can refine their strategies for enhanced staff retention and a more positive work culture.

Like

2 The types of exit interview questions

Exit interviews can involve different types of questions that serve various purposes. Open-ended questions allow employees to express their opinions and feelings in their own words. Closed-ended questions require employees to choose from a set of options, such as yes/no, agree/disagree, or rating scales. Behavioral questions ask for specific examples of situations or events that occurred during their employment and how they reacted or handled them. This can help you understand the impact of your policies and practices on your employees' performance and well-being.

Add your perspective

3 The best exit interview questions to ask

When conducting exit interviews, it is important to ask questions that are relevant, respectful, and actionable. These should align with your goals and objectives for the interview, as well as reflect the values and culture of your organization. Additionally, these questions should be respectful of your employees' privacy and confidentiality, avoiding personal or sensitive questions that could make them uncomfortable or defensive. Examples of effective exit interview questions include: what were the main reasons for leaving; what was enjoyed most about working there; what was found most challenging or frustrating; how was communication and feedback in the organization; how were opportunities for learning and development in the role; how did you get along with managers and co-workers; what suggestions do you have for improving the organization or department; is there anything that could have been done to prevent leaving; would you recommend the employer to others; and how do you feel about the transition and support received?

Add your perspective

Felipe Cofiño

LinkedIn Top Voice 🔹 Emphasizing the Human in HR 🔹 Human Resources Exec 🔹 Int’l Best Selling Author 🔹 Executive Recruiter & Coach 🔹 People & Culture Leader 🔹 Workplace Wellness 🔹 L&D Trainer 🔹 SHRM 🔹 Bilingual
Report contribution
In all my years of experience, I have come to realize that the right exit interview questions can provide the organization, very beneficial information. In addition to some of the questions listed above, I also ask other questions, such as: would you work for the company again and why; and would you work for the same manager and why? Depending on how these two questions are answered, they can tell you if there are workplace concerns that are impacting the culture negatively that should be investigated. It can also help you address any concerns before others leave the organization or that same department. If the employee shares what is going well, make sure to thank them and ask for details.

Like

4 How to conduct exit interviews

Conducting exit interviews in a respectful, productive, and beneficial manner is important for receiving quality feedback. Plan ahead and schedule the interview at least a week before the employee's last day. Choose a comfortable and private setting with no interruptions. Dress appropriately, greet the employee warmly, and thank them for their time and contribution. Listen attentively to the employee's feedback without interrupting or judging them. Show empathy for their perspective and acknowledge their emotions. Focus on the positive aspects of their experience and encourage them to share suggestions for improvement. End the interview on a positive note, expressing gratitude for their work and offering any assistance or resources they need for their transition. Follow up with a thank-you note or email, and keep in touch until their departure.

Add your perspective

5 The benefits of exit interviews

Exit interviews are beneficial for employers, employees, and the organization as a whole. They can help retain valuable employees by identifying and addressing their satisfaction and engagement. Furthermore, exit interviews can aid in attracting new talent by showcasing the employer’s commitment to employee feedback. Moreover, they can uncover the strengths and weaknesses of policies and practices, leading to improved organizational performance and culture. Finally, exit interviews can maintain positive relationships with former employees who may become advocates or referrals.

Add your perspective

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

Add your perspective

Load more contributions

What are the most effective exit interview questions to ask and why?

1

2

3

4

5

6

1 The purpose of exit interviews

2 The types of exit interview questions

3 The best exit interview questions to ask

4 How to conduct exit interviews

5 The benefits of exit interviews

6 Here’s what else to consider

Staff Retention

Rate this article

Thanks for your feedback

More articles on Staff Retention

More relevant reading