Find Out Why Your Employees are Leaving with These Exit Interview Questions

An exit interview is a prime opportunity for you to learn what your company could do better. Employees that already have at least one foot out the door are often more likely to be open and honest with you, as they have less at stake and aren’t looking to score brownie points.

The following questions go above and beyond the standard “what did/didn’t you like about your job” and really get to the heart of what you can do better for your employees.

1. Why did you start finding a new job?

There is often one particular situation that motivated an employee to go through the job ads and start searching for a new place of employment. Encourage honesty in this answer, because the drive is usually dispute with management.

Whether it was a day with limited staff, a short-fused coworker, or a policy that didn’t click, the answers can all reveal how you can help prevent your next vacancy.

2. Did you feel that you were adequately appreciated for your contributions?

Recognition isn’t the only significant factor but can go a long way in making an employee feel appreciated. If an employee that’s leaving replies “no,” find out what type of recognition they would have been content with and why they feel the current system is lacking.

3. Were you sufficiently trained for your role?

A large number of employees refer to “insufficient training” as a reason for leaving a place of employment. There may be training gaps that you weren't aware that can be highlighted in an exit interview.

4. Did you feel comfortable speaking to your manager?

If there is an issue with the manager, an employee may feel trapped and helpless to settle their problem. In some cases, it seems like the simplest scenario is to quit. While this isn’t the only reason for leaving, too many employees cite problems with management for you to ignore this question during an exit interview.

5. Were your work goals and assignments reasonable and clearly communicated?

Overwhelmed employees aren’t content or satisfied, neither are employees that feel that expectations aren’t being talked about. Identify whether employees feel goals are clear and sensible so that you can make adjustments if required.

6. What would have convinced you to stay here?

While you won’t be able to assist every employee and convince them to stay, you may get an idea of what could be done better to decrease turnover by asking this question. If the employee is leaving to pursue a career in a wholly different business or type of company, their answers may not be fully applicable, but could still provide some insight.

If their answers aren’t far fetched at all, you may just be able to win them back in the future.

7. Did you feel that the company culture was the best fit for you?

Company culture is especially important to employees’ daily life but difficult to change or nail down. It can be even more difficult for managers, as employees may change their behaviour when the manager's eyes are watching.

An employee that is leaving is the perfect person to give you the inside scoop on the true culture that may be hiding.

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