17 Must-Ask Exit Interview Questions and Answers

17 Must-Ask Exit Interview Questions and Answers Employees who leave your firm can provide a lot of information about their time there, as well as disclose potential flaws in your company’s processes and culture, and provide an assessment of management and suggestions for boosting employee retention.

When employees are leaving an organization, they are often more comfortable giving candid criticism since they know their replies will not affect their employment status. As a result, exit interviews are an important part of the offboarding process.

Here are some exit interview questions to help you get the most out of your final interactions.

1) What made you decide to start looking for new jobs?

The responses you receive to this question will be as distinctive as the people who provide them. That’s because everyone begins looking for a new job for a variety of reasons. When you start to notice common themes in the responses, you’ll have a breakthrough.

2) What is your reason for leaving?

These first two questions may appear to be the same to some, but they are not. Your employee may have begun looking for a new job for a variety of reasons. But there’s a chance she made the final decision for a variety of reasons.

These two inquiries will assist you figure out everything that led to her leaving, from her initial dissatisfaction to the ultimate straw.

3) Do you believe your boss provided you with the means you needed to succeed?

Managers must ensure that everyone of their team members has the tools and feedback they need to flourish in their roles, from training and one-on-one meetings to performance reviews and professional growth opportunities. This is one of the finest departure interview questions since it can indicate whether employees feel abandoned in any of these areas, allowing their manager to address the issue.

4) What aspects of your career did you enjoy the most and least?

This exit interview question can assist you in determining what might pique future candidates’ interest in the position, as well as how to set appropriate expectations for the position. If an outgoing employee complains about how often they have to travel, for example, you’ll want to make sure the following hiring is okay with frequent travel.

5) Were You at Ease Speaking with Your Boss?

This question is unique in that it reveals information about two people: the departing employee and the management.

First and foremost, you can use the information gleaned from the employee’s response to help the manager who is still employed by your organisation enhance his or her performance and

development. Second, you can utilise the information to assist in the recruitment of a new team member.

6) Do you believe your job responsibilities have changed since you were hired?

Job duties frequently shift in response to the department’s or company’s changing needs.

These modifications may necessitate a different set of abilities than the post originally required, making current employees less excited about their jobs. Hearing how a role has changed will provide you with important information to put in the job description so that your next hire is well-suited to the new needs.

7) What recommendations do you have for the business? What could we do better?

It’s critical to examine all forms of feedback, from comments regarding management style, remuneration, and perks to which snacks to keep on hand in the kitchen. While you may not be able to implement all of the suggested improvements, understanding what matters to employees will help you figure out how to boost workplace morale and avoid other employees from leaving for the same reasons.

8) Is there anything that could have made you reconsider your decision to leave?

This departure interview question is purposely direct in order to get to the heart of why an employee has decided to leave. What would have enticed an employee to stay is frequently the impetus for their departure, and it’s worth investigating deeper. If an employee states they would not have quit if the company gave more flexibility, it’s time to look into a remote work policy, flexible start and end times, unlimited vacation, or other flexible work choices.

9) Would you tell a friend about this company? Why do you think that is?

Former employees can be fantastic referral sources, even if they finally opted to leave your organization. In an ideal world, every outgoing employee would say “yes” to this question, but the truth is that some may be so dissatisfied with their experience that they are hesitant to suggest their connections. Identify the problems and correct them as soon as possible in this scenario.

10) What words would you use to describe our corporate culture?

With this question, you’re seeking for a general tendency that your departing employees notice rather than a specific example. You may obtain some outliers (for example, answers from employees who are emotional or have a negative opinion of the organisation), but you’ll begin to recognise your corporate culture over time.

For example, if 50 employees say the corporate culture is open and honest (or words to that effect), and 10 employees say it is something else, you’ll have a pretty good notion of how your company is seen.

11) What was the most difficult aspect of your job?

Even if they’re doing the same work, everyone will have a different answer. However, as you collect more and more responses, patterns will develop in the data.

Don’t disregard any answers—always look for ways to reduce the difficulties—but when one becomes more common, concentrate your efforts on resolving the issue.

12) What was your favourite day on the job?

Employee involvement is at the heart of this question. You need to figure out what a person in this position enjoys and what motivates him to succeed. Use the data he provides to answer the following question: “Is there a method to have more days like the best day?”

13) What was the worst day you’ve ever had at work?

This question mirrors question 14, however it allows you to understand where your organisation may be lacking in terms of employee engagement. Use the information you’ve gathered to see whether there’s a method to make fewer days like the worst day.

14) What steps would you take to boost employee morale?

This employee was in the heart of things only a few hours ago. He had first-hand experience dealing with business culture and being influenced by others’ morale. Living through it on a daily basis provides him a unique perspective on how to enhance morale and culture. Now is the time to learn what he believes.

15) What steps would you take to boost employee morale?

This employee was in the heart of things only a few hours ago. He had first-hand experience dealing with business culture and being influenced by others’ morale. Living through it on a daily basis provides him a unique perspective on how to enhance morale and culture. Now is the time to learn what he believes.

16) Were you given clear objectives and goals?

If you answered yes, find out where those objectives came from and encourage others to participate in the process. If the answer is no, make a change so that employees understand that their work is vital and that they aren’t merely a cog in the machine.

17) Did You Get Any Recommendations to Help You Improve?

Nobody wants to be trapped in a rut, particularly at work. So, if an employee is feeling stuck, it’s critical that you know about it as quickly as possible.

When you’ve spotted a stumbling employee, the greatest method to re-inspire them is to provide them constructive feedback that will help them grow. Perhaps they could concentrate on a different element of the profession or go back to the basics to improve their abilities.

Managers should be ready and willing to provide advice to help employees improve at their jobs, regardless of the solution. You’ll need to make some changes if an outgoing employee didn’t receive that guidance.