What Could We Have Done Better
Again, this may seem similar to question three, but the answer explores a different side of the issue. Say, for example, that an employee responded to question three with, more professional development opportunities. That answer insinuates that the number of opportunities is important.
But when asked question number four, he may offer this advice: Actively promote professional development and motivate employees to reach out. So maybe its not the number of opportunities you offer, but the promotion of those opportunities that is the real key. Asking both questions in tandem can reveal these finer points.
How To Conduct Exit Interviews
Exit interviews can be conducted in a variety of formats:
- Via video chat
- Through email
Before an exit interview, create a template of questions to ask and use it to guide the conversation. Feel free to give a copy to the exiting employee at the beginning of the interview so that they can follow along with you.
Its best to schedule an exit interview with the departing employee and a single HR representative. If the outgoing employees manager or supervisor is there, the staff member who is leaving may not feel comfortable answering certain questions truthfully.
Most often, exit interviews take place on an outgoing employees last day and are optional, meaning if the departing employee doesnt want to participate, they dont have to.
Why Conduct Exit Interviews
There are many reasons why it is a good idea to conduct an exit interview. These benefits extend to not just the company, but also the employee who may want to get things off their chest and seek closure before they proceed to the next phase of their career.
Keep in mind that exit interviews are completely voluntary. If a departing employee does not feel comfortable with the idea, there should be no repercussions if they decide to refuse.
Below are some of the most common reasons to conduct an employee exit interview:
- Find out why the employee is leaving
- Learn what the company is doing well, and where it needs to improve
- Update the job title and description if they no longer match the role itself
- Give the employee a chance to express their dissatisfaction with certain areas of the business, or alert employers to illegal activity in the business
- Make improvements to existing workplace policies and procedures
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Whats The Value Of Exit Interview For A Company
Once again, weve picked the industry experts brain to provide you with meaningful insights.
The feedback collected from the exit interview is the basis of an action plan, which may refer to the team, manager, or organization . Such a plan is usually prepared together with the manager or the team and contains specific initiatives that must occur to prevent further departures in the futureclarifies Katarzyna Mierzejewka, People & Culture Partner at HR Hints, the first HR boutique dedicated to startups and fast-growing tech companies.
We may also use exit interview feedback for positive purposes in one of the organizations where I worked, weve added the question: Who would you like to appreciate?. It usually made the person return with thanks to the people they just mentioned.
HR Hints expert highlights one more important advantage of conducting an exit interview.
When a former employee wants to return to the company after some time, their exit survey feedback serves as the basis for a conversation before a decision to re-hiring them. If an employee in the exit interview indicated the reason , which did not disappear during their absence , then there is a red flag over the re-employment says Katarzyna Mierzejewska.
Would You Recommend This Internship To Others
Employers ask this question to gauge how many applicants they may have that apply to the internship in the future and to see if the internship is attractive enough for interns to tell individuals within their network about it. When answering this question, try to be clear and explain why you would or wouldn’t recommend this internship to others.
Example:”Yes, I would recommend this position to individuals within my network that have similar career goals to my own. I would not recommend this position to someone outside of your industry since it may not match the experience they’re looking for in an internship.”
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What Was Your Relationship With Your Manager Like
You want only the best people running your teams.28% of employees who quit their jobs resign due to conflicts with managers. By asking how an employee felt about their manager, you have a chance to work closely with a manager to help them be more successfulâor to reward effective managers.
Even if the departing employee says they just didnât like the manager and their personalities didnât mix well. This insight still allows you or your hiring managers to look for individuals with a different personality type so both the manager and the new hire get along well.
What Does Hr Do With Exit Interviews
No matter how short or lengthy your interview was, HR reviews each and every piece of information you shared. According to King, HR teams at many organizations take the data and redact any identifying information like names or dates. Then, they do an analysis on a quarterly or annual basis looking for trends.
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Can You Talk About It In More Detail Any Specific Example
These follow-up questions will help you get to the root of the problem if you think the previous answer was too vague or generic.
For example, the employee may say they dont get on well with coworkers, but avoid mentioning the why, who, and how. You can encourage them to share more, but dont be too pushy.
Questions To Ask In An Exit Interview + Exit Survey Template
Goodbyes are never easy. Whether you say them to friends, family, partner, co-workers, or employees, it gets even worse if you are left wondering why. That being said, whenever an employee leaves your company, its essential to find out the reasons for doing so.
This is where an employee exit survey kicks in.
To create your own survey or use our ready-made exit survey template, simply log in to your LeadQuizzes account. Or sign up if you dont have one yet. To preview or use the template, scroll down now.
To learn more about exit surveys, why they matter, and which exit survey questions you should ask, keep on reading.
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Exit Interviews: Your Ultimate Guide
24 min read A good exit interview process will provide simple, actionable data and insights that clearly pinpoint areas employers can work on to reduce unwanted employee attrition. Heres all you need to know about exit surveys, with tips and example questions.
An employee has handed in their notice. Maybe they just couldnt cut it. Maybe they got a better new job offer. Maybe you decided their time with the company had simply run its course or they fancied a career change. Who knows?
But where it is unwanted attrition losing high-performing or highly engaged employees for reasons that could have been prevented its a critical business issue. High employee turnover affects a companys bottom line: It costs a company approximately 33% of an employees annual salary to hire a replacement. Losing high-performing and engaged team members can affect other employees, your brand value, and your ability to deliver high-quality service and products.
So when an employee resigns, companies conduct exit interviews to gather honest feedback and understand the reasons behind their departure. Exit interviews are a great way to identify trends in why people leave the organization and learn from them to boost employee retention and improve employee morale.
Gain Insight Into Workplace Culture
Finding out if an employee is leaving due to company culture can make a big difference.
Employees talk to each other, and other team members may already know why someone is leaving. But when leaders have insight into an exit, they can be proactive instead of simply reacting after employees leave.
Behavior can change quite significantly when the boss isnt around. When you ask the right questions, you can discover things that happen behind your back or when your office door is shut.
Any negative workplace culture needs to be checked. This includes issues like:
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What Was The Worst Part Of Your Job
Everyone will have a different answereven if theyre performing the same job. But as you gather more and more responses, trends will start to emerge in the data.
Dont dismiss any answersalways look for ways to minimize the difficultiesbut when an answer becomes more common, focus your energy on solving that problem.
How Would You Describe The Company Culture
As mentioned earlier, much of the reason behind conducting an exit interview is to get feedback. How would you describe the company culture is a perfect question for general feedback.
Youre not asking about the employees personal experience or how to relate with someone. Instead, youre asking what they think of the company as one entity. Its like putting everything under an umbrella.
The employee can comment on the companys ethics, values, and daily atmosphere. Then, you can analyze the feedback and decide if its the time of culture you want your company to maintain.
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Dont Make It Personal
We all have small office issues. Mike stole your stapler and Karen left her gross anchovies in the fridge all week. Marty constantly squeaks his chair and Claudia doesnt wear deodorant. Dont even get me started on Fred. This is neither the time nor the place to take about Fred.
Theses are not the kinds of issues that interest Human Resources. Complaining about personal problems during an exit interview will make you appear petty and unprofessional.
Pay Attention During The Interview
Assuming youre conducting the interview, you should pay attention to the interviewee during the exit interview.
The best interviews are interactive. Everything doesnt have to be by the book, so you may want to throw in an impromptu question or two as a follow-up to a response.
You can only come up with good impromptu questions if youre paying attention. Otherwise, you may ask unnecessary and already answered questions.
Paying attention will also ensure you grab all the feedback you need, and it tells the employee that the interview is important to the company.
The 5 Best Questions For An Actually Useful Exit Interview
In August almost 4.3 million people quit their jobs, setting a new record. But that record only held a month. Just-released numbers show even more people quit in September, a total of 4.4. million. The Great Resignation is not only not ending, it appears to be picking up steam.
Which means that despite their best efforts, many businesses are going to lose good people in the coming months. Should companies send them on their way with an exit interview?
Not everyone is a huge fan of sitting down with soon-to-be ex-employees for a heart to heart. Former Twitter CEO Dick Costolo famously likened the feedback you receive to that famed breakup cliché, “It’s not you, it’s me.”
He has a point. While the idea of picking the brains of departing employees for brutally honest feedback sounds logical, humans don’t like delivering unpleasant truths. And the reasons a valued employee is leaving are almost always unpleasant for a company to hear. The result is sit downs that often devolve into generalities, small talk, and white lies. Answers along those lines might spare your feelings but they’re neither honest not actionable.
So how can you wring actually useful insights to help you improve from employees on their way out the door? Experts and experienced leaders have a few ideas.
What Was The Greatest Challenge You Faced In Your Position
How to answer What is the biggest challenge youve faced in work? Consider previous challenges youve faced. Tailor your answer to the job description. Be specific about why they were challenges. Be honest. Make sure your answers present you in a positive light. Use nonprofessional examples if necessary.
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Why Are Exit Interviews And Surveys Important
The hiring process can be long and expensive. If at the end of it youre employing people who stay at your company very briefly, then youre not only wasting time and money with recruitment but every time someone leaves, a bit of company knowledge or process goes with them.
By providing departing employees the opportunity to give their honest feedback, you can gather valuable insights to improve the employee experience for future staff.
Finding out why people are leaving and how to prevent it in the future should be something you invest time, energy and care into. It will pay dividends in the long run.
How Could I Improve
Employees are often hesitant to give constructive criticism to their boss while employed. But now they, and you, know theyre leaving, so the filters are lessened. Ask them to be blunt.
Perhaps the performance reviews were painstakingly boring, or maybe their grouchy coworker finally got under their skin. An open-ended question allows your employee to provide feedback on aspects of their job or the organization that may not have been their ultimate deciding factor, but still impact your culture.
If theyre reluctant to answer, say, Id really like to know for the benefit of our team going forward. Even if they didnt like their boss, most people want to help their colleagues.
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Uncover Issues Relating To Hr
Companies that conduct exit interviews almost always pursue this goal but often focus too narrowly on salary and benefits. To be sure, people need a certain level of financial compensation to remain with an organization, but unless their salary is out of alignment with their peers, money doesnt usually drive them out the door. Plenty of other HR practices can play into an employees decision to leave. One leader from a food and beverage company told us that exit interviews inform his companys succession planning and talent management process.
Best Exit Interview Questions
What makes for the best exit interview questions? The best exit interview questions get to the heart of why employees leave and what can be done about it.
Below youll find examples of some of the best exit interview questions that weve seen, which can replace some of the questions in the sample exit interview above.
- What were the most important factors in choosing another job? Salary? Benefits? Time-off? Company culture? Something else?
- What does your new company provide that we dont?
- What advice would you give to new hires at our company?
- What changes to your job would have made you stay at our company?
- What were the three biggest challenges you experienced when working at our company?
- How would you describe our company culture to one of your closest friends?
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How To Prepare For An Exit Interview
The best exit interviews are the ones that have been strategized and planned out before they occur. Having an exit interview template and the right exit interview questions will make it easier to conduct and collect the appropriate information from these interviews. Tailor your exit interview questions so you can gather as many actionable insights as possible. Exit interviews should be mandatory for a certain level of employee at your company. Usually, these are salaried professionals, executives, and other mid-to-high level roles. But you should also require them for roles within your company that also experience a high turnover rate. If many first-year employees choose to leave, you may want to prepare exit interview questions for all levels of workers.
Ensure that an appropriate interviewer is selected, ideally from the human resource team so that unbiased insights can be obtained. This will also increase the chances of the exiting employee sharing information that they may not feel comfortable sharing with a direct team member. The timing of the exit interview is important as well since doing it too early can make the meeting overly emotional. Hosting it too late in the day can result in the employee mentally checking out from the role altogether and thus not sharing meaningful responses. Usually, the best time to ask exit interview questions is a week after the employee announces their intention to quit.
Example Questions The Role
Turnover among long-serving employees, who have accrued knowledge and skills, has a greater impact than the loss of a relatively new hire. There may be specific trends or issues prompting resignations among valuable current staff.
Assess your hiring, interview, and onboarding processes, and the role they played in selecting the right candidate. This can also yield data about the job description
Certain circumstances may require an employee to take on new or different responsibilities. Find out what these are and the impact they had on the employee by asking them what changed and why.
Burnout and overwork can be a factor in unwanted turnover. A business could be over-estimating an employees capacity for more work, especially if theyre seen as high-performing top talent.
Each employee values different areas of a job, and it may help to understand this employees perspective to see obvious patterns. Good aspects can be promoted to keep the role interesting.
There may be potential areas that werent working in the employees role. Help retain your next hire by resolving these issues for a better experience.
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