What Excites You The Most About Your New Job
This is a great question to ask. It will tell you what your competition offers and can be part of an ongoing conversation about the industry.
You can then ask, What would need to change for you to consider coming back? This can open up a possibility for your employee to reconsider their decision and think again. Valuable employees are an essential asset to any company, and you should make at least one move from your end to make them stay.
Why Should You Conduct An Exit Interview
Exit interviews are a concept that HR has taken from their marketing colleagues. The role of HR has dramatically changed and building an employer brand and conducting regular surveys is now the norm.
Exit interview questions should help you understand what motivates your employees to re-enter the job market and to accept other job offers.
If you approach exit interviews correctly, you can implement changes that will help curb employee attrition. If you just have a generic list of questions, youâre unlikely to get employee buy-in, and youâll learn nothing.
Your exit interview questions should be well thought out and directed at the specific employee whoâs leaving and their workplace circumstances. Exit interview questions arenât a one-size-fits-all, as there are many conditional factors that should play a role in choosing your questions.
That way the employee feels respected, even though theyâre going, and theyâll be more likely to open up.
Remember, people tend to shy away from conflict. So, theyâre far more likely to skirt around the truth to avoid conflict. Thatâs why you need to place emphasis on keeping the exit interview a safe, embracive, and warm setting.
What Prompted You To Look For A Different Job In The First Place
Alternative Question: Why exactly did you start looking for other job?
This is another standard exit interview question that tells companies whats lacking in their position management skills.
Remember, this is one of the few questions that will reflect on you just as it would on the company. Its natural to look for better opportunities so you arent doing anything wrong here. But again, try not to burn any bridges during this, or any of the follow-up questions.
For example, if there was a particular event that happened, just mention it without going into your personal account of the matter. However, if its a personal event and you dont want to share, you can say that there are personal reasons. HRs dont prod beyond that statement.
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Features Designed For Effective Interviewing
Customize candidate welcome messages, send communications to talent waiting in your virtual lobby, preview resumes, save notes, and document candidate disposition data, all in one easy to use interview tool.
Setup and functionality were great. Ive conducted virtual interviews with other tech and they were not as advanced or the setup wasnt as easy as Indeed Hiring Platform. Virtual interviewing was simple, there were people in the waiting room ready to be interviewed.
Jessica Dean, Talent Acquisition ManagerHighs Dairy Store
Asking The Right Exit Interview Questions
The questions you ask during an exit interview should encourage honest, in-depth responses from the employee. Ask them with an open mind, regardless of the circumstances surrounding the employees departure, and dont be afraid to ask follow-up questions for clarification. Below are some ideas for your own employee exit interview questions template. Weve found this list to be the most effective exit interview questions to ask.
Want to Take This List With You to Your Next Interview?
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Why Did You Start Looking For A New Job
The answer to this question will be different for everyone. Employees may have started looking for a new position in search of better compensation, employee benefits, or work culture. Some may have just wanted a change.
Only by asking this question to all employees leaving can you identify any common themes.
Your Recommendations For The Future
After all of your reflection, voice some concrete recommendations to your former employer. This is likely the part of your exit interview your former employer will pay most attention to. Keeping honesty in mind, let your ideas be known.
Do you have an idea of how scheduling could work better? Should some of your job responsibilities belong to someone in another department? Voice it. Your words will likely impact existing and future employees.
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Tips To Make The Most Of An Exit Interview
Have an exit interview coming up? Here are a few tips to keep in mind to make sure that conversation goes as smoothly as possible:
- Come prepared: As with anything, preparation is key. If youre the employer, make sure you know what questions you want to ask. If youre the employee, know what key points you want to touch on as well as if there are any questions you arent comfortable addressing. You can always decline to answer!
- Find a quiet, private space: Theres nothing more distracting than seeing a bunch of prying eyes peeking in through the conference room door. Find a spot where you can be free from distractions. If conducting the exit interview via phone or video call, find a place where you wont have a lot of background noise or a distracting backdrop.
- Take a deep breath: This conversation can be nerve-wrackingfor both parties! Take a deep breath and remind yourself that its a completely normal discussion to have. Plus, take comfort in the fact that the other party might be just as nervous as you.
How Do You Colleagues Feel About Working Here
If a child is hurt or upset and reluctant to talk about it, you can sometimes make progress by asking how his or her doll or stuffed animal feels. The child might not want to admit she’s frightened, but she’s happy to tell you Dolly is absolutely terrified about that trip to the dentist tomorrow. It’s easier to talk about other people’s feelings than our own.
We grow up, but this basic psychological truth doesn’t change, and the HBR article suggests those conducting exit interviews can use that truth to their advantage.
“Sometimes interviewers ask departing employees how their colleagues feel about their work, because someone who’s reluctant to offer a candid opinion might be comfortable ascribing his or her feelings to coworkers. Regardless of whose feelings are shared, useful insights may result,” the authors write.
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Should An Employee Fill Out A Questionnaire Themselves
Definitely not. An employee is not very likely to want to put down in writing some of their opinions, which will cloud your ability to gain real insights from them. You can find out so much more in an informal conversation, guided by a questionnaire, rather than over-formalising the process.
Do your best to explore the employees thoughts and motivations. Then, ask them appropriate supplementary questions. However, dont push them too far or exert undue pressure. If an employee doesnt want to comment on a topic, respect that right. Follow the general rule for feedback sessions and do not comment on or judge the statements they make.
Choose An Interviewer And Set Up The Meeting
After you’ve given the employee time to thoughtfully respond, its time to choose an interviewer and set up an in-person meeting.
The interviewer should be an unbiased third party, such as a staff member from your HR team. Dont set up the exit interview meeting with their manager or with anyone whom the person has worked with before. This may impair their ability to be honest during the interview.
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Why Did You Begin Looking For A New Job
Any HR specialist must understand the reasons why employees leave their company. Perhaps, behind most of the layoffs in a particular department, there is a low personal culture of the manager or a lack of clear guidelines for promotions and raises. Watch the results for trends and repeating responses.
Example Questions The Workplace And Company Culture
Employee safety and how it is perceived within a company culture can have strong positive or negative effects on employee engagement which in turn is a driver of retention. Its essential employees feel safe.
Your view of the company culture at a senior level can vary from the staff working on the ground. See if the cultural values are clear, or if more needs to be done to establish them within the business.
Explore how connected the employee was and who was in their networks. It will also show well your staff is communicating with each other at a peer-to-peer level, and where this is not happening.
Harassment and discrimination are serious offenses that must be handled correctly to protect the organization and its employees. If the employee experienced issues, find out why this went
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What Should You Avoid Asking In An Exit Interview
There are some rules of thumb when it comes to creating your exit interview questions. So, hereâs what not to ask in an exit interview:
- Are you leaving because of ?
- Were you unhappy at work?
- Do you feel youâve given your best at our organization?
- Your exit came as a shock to me, and Iâm disappointed in the way you went about it. Can you tell me why you choose to do it in that way?
- Do you believe youâll experience better working life in your new role?
- What did your new role say about in your interview?
The main rule is to ask questions related to the employee, their time at your organization, and how to improve. It should never revolve making a candidate feel guilty, unsafe, or judged. These questions demonstrate all 3 of those negative elements.
Final Thoughts: Exit Interview Questions And Samples
Exit interviews are a great opportunity to learn why youre losing your top talent. When using these exit interview survey questions and samples, make sure to modify them as needed to reflect your HR goals.
As employees leave, it will also be important to source the best candidates to replace them. Make sure to read our Structured Hiring 101 eBook to ensure you bring in the right talent and onboard them to increase retention at your company.
Further reading
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Do You Feel You Received Proper And Complete Training
Companies want their employees to feel prepared for their jobs. This is an area in which employees can help by sharing their candid experiences. If they did not feel ready or if their training did not cover enough, this is their chance to let their employer know. Leaving employees can share practical ideas for improvement so future employees are better prepared.
Example answer:The best thing you can do for new employees is to make sure they understand their roles and supply them with the tools they need to perform their job. I didnt always feel as though I had the resources to do my job well, so I think new employees can benefit from more thorough and frequent training. To fully prepare new employees to meet the companys expectations, management might consider additional training or refreshers so new and current employees can meet their tasks to the best of their ability.
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How Did You Find Our Training And Development Programs What Could Be Improved
According to a 2020 Retention Report, a lack of career development opportunities is the number one reason for employees leaving their jobs.
Based on their feedback, you can invest in employee development by offering more organizational training programs. This will show your employees that you value them as individuals and youre interested in their career development.
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Did You Feel That You Were Equipped To Do Your Job Well
If you want a direct way to better retain the employee who fills this position next, ask this question. It’s one of the best exit interview questions that will help you generate an immediate proactive response. Be prepared for tales of technology woes, inadequate training and more, but also be prepared to gain valuable knowledge of what you can do better next time.
What Are You Most Proud Of From Your Time In This Role
As with the first question, this one can enable a positive conversation and be useful for identifying how your organization contributes to employeesâ sense of purpose and accomplishment.
Listen for details on projects they completed, training they undertook, outcomes they were able to achieve, and any recognition they may have received. Also be sure to ask what they enjoyed about these accomplishments and what made them feel proud.
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Other Common Exit Interview Survey Questions
Here are some other common and standard exit interview questions that are used in surveys.
These should provide you with additional ideas for customizing your exit interview survey.
- Would you recommend our company to prospective employees?
- Would you ever consider working for our company again in the future?
- How did you feel about the feedback you received from your manager?
- Did you receive enough training to do your job effectively?
- Was your workload usually too light, varied, just right, or too much? Please explain.
- Are there any employee benefits that werent offered that you think should be?
- How frequently did you receive performance feedback?
- What were your feelings about the performance review process?
- How would you rate collaboration and communication across your team? Your department? Your company?
What Does Your New Position Offer That Influenced Your Decision To Leave
The answer to this question will indicate the specifics of where your company is lacking. It could be company culture. It could be pay or benefits. It could be lack of flexibility. It could be any number of things.
The important thing to remember is that the information the outgoing employee provides can be used to pick up the slack where your company has fallen short.
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Did You Feel Like A Valuable Part Of The Company
If the answer to this question is no, use it as an indicator that there may be others in your organization who feel the same way. Remember, where theres smoke, theres fire. The answer to this question can help you discern the problem and help you take steps to remedy the situation before it becomes a bigger issue.
Exit Interview Questions To Inspire A Productive Conversation
Much like a job interview, theres no way to know for sure what will be asked in an exit interview.
However, there are some questions that are commonly-asked. Curious about which questions usually end up on the must ask list? Were sharing some sample exit interview questions in a variety of categories.
If youre an employer, these questions will help you dig down to the most valuable opinions and experiences. And if youre an employee, reading through these questions will help you enter that conversation with a little more confidence.
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How Was Your Relationship With Your Manager
If your manager was not the greatest, it might be tempting to say something negative. Dont. Companies are usually aware of bad managers, human resources probably already has a thick file of complaints, and your input will not make any difference. A good way to answer this question is to be honest if the relationship was good. If it was bad, lie, or say, It was as good as could be expected.
Sample Answer:My manager and I had a good working relationship. I appreciated their leadership efforts considering the limited resources and time constraints.
How To Conduct The Best Exit Interviews
Strategy and planning will help you ask the best exit interview questions of employees who are leaving that will allow you to collect information to give you actionable insights. Here are some tips to consider:
- If your company is large enough to have a human relations department, have someone from that team conduct the interview. That might make it easier for the exiting employee to be honest and forthcoming about their answers.
- The best time to schedule an exit interview for someone who has given two-weeks notice is somewhere in the middle of that time not immediately following the announcement and not right before the last day.
- Whether its a phone or video call or in person, let the employee know the reason for the meeting. Make it clear that they arent obligated to answer any questions that make them uncomfortable, and be prepared to listen, rather than express your opinions.
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Why Did You Come To Work Here
Almost every interview is fundamentally asking the same question — Why are you leaving — but Dean Carter, the head of HR at Patagonia, the outdoor gear company with famously low turnover, suggests bosses turn this question on its head.
“My first question is not ‘Why did you leave?’ I ask ‘Why did you join? What compelled you to come to Patagonia, to leave your other job, or your family, or whatever it was?'” he told a 2019 conference audience. “After that it’s, ‘Did we do that?” ‘What was the experience we delivered for you?” ‘Where was the difference in that?'”
This frames the conversation as a matter of fit and missed opportunities, rather than blame and disappointment, which encourages the departing employee to be more forthright about their experience at the company.
