Successfully Exit Interview: 50 Questions You Must Ask

An exit interview is a valuable tool for any organization. It provides an opportunity to gain insights from departing employees about their experiences within the company.

This feedback can be instrumental in identifying areas of improvement, retaining talent, and enhancing the overall work environment.

The exit interview questions should be designed to elicit honest, constructive feedback, criticism, and cover various topics, from job satisfaction to company culture.

Defining Exit Interview

An exit interview is a structured conversation between a departing employee and a representative from the organization (usually from the HR department). Stay interviews involve existing staff.

The primary purpose is to learn about the employee’s experiences, reasons for leaving, and any suggestions they might have for improving the company.

50 Exit Interview Questions

1. Can you describe your overall experience working with us?
2. What prompted you to start looking for another job?
3. Did anything specific lead to your decision to leave?
4. How would you describe the culture of our company?
5. What did you like most about your job?
6. What did you like least about your job?
7. Did you feel you were adequately recognized for your contributions?
8. Did you receive sufficient feedback about your performance?
9. Did you feel your job description changed since you were hired?
10. Did you have the tools and resources to perform your job effectively?
11. Did you feel comfortable discussing problems or issues with your supervisor?
12. How would you rate your relationship with your supervisor?
13. How would you rate your relationship with your colleagues?
14. Did you receive the necessary training to perform your job effectively?
15. What suggestions do you have for improving our training programs?
16. Did you feel the company communicated effectively with employees?
17. What improvements would you suggest for our communication methods?
18. Did you understand the company’s strategic goals?
19. Did you feel your work aligned with the company’s strategic goals?
20. Did you feel the company valued your work-life balance?
21. What benefits or perks would have influenced your decision to stay?
22. Did you feel there were opportunities for professional growth within the company?
23. What additional responsibilities or challenges would you have liked to take on?
24. Did you feel your salary was competitive with the industry standard?
25. What suggestions do you have for improving our compensation package?
26. Did you feel the company’s values aligned with your own?
27. What changes would you suggest to improve our company culture?
28. Did you feel the company handled complaints and concerns effectively?
29. What suggestions do you have for improving our complaint-handling process?
30. Did you feel the company was committed to diversity and inclusion?
31. What suggestions do you have for improving our diversity and inclusion efforts?
32. Did you feel the company was committed to sustainability and social responsibility?
33. What suggestions do you have for improving our sustainability efforts?
34. Did you feel the company was innovative?
35. What suggestions do you have for fostering innovation within the company?
36. Did you feel the company was adaptable to change?
37. What suggestions do you have for improving our adaptability to change?
38. Did you feel the company was transparent in its operations?
39. What suggestions do you have for improving our transparency?
40. Did you feel the company was committed to employee health and safety?
41. What suggestions do you have for improving our health and safety measures?
42. Did you feel the company was committed to employee satisfaction?
43. What suggestions do you have for improving employee satisfaction?
44. Did you feel the company was committed to customer satisfaction?
45. What suggestions do you have for improving customer satisfaction?
46. Did you feel the company was committed to quality products/services?
47. What suggestions do you have for improving the quality of our products/services?
48. What will you miss most about working here?
49. Would you recommend our company to others as an excellent place to work? Why or why not?
50. Do you have any other comments, suggestions, or concerns that haven’t been addressed?

Conclusion

Exit interview skills and virtual interviews are crucial to the employee offboarding process.

They provide a unique opportunity to gain honest feedback from employees leaving the organization.

The questions listed above are designed to cover a broad range of topics and elicit valuable insights that can be used to improve various aspects of the company.

Remember, the goal is not to convince the employees to stay but to learn from their experiences and use their feedback to make the organization a better place for current and future employees.

Catherine Fitzgerald B.A. M.A. PGDip( Founder )

With over 30 years of experience in training and development, I am the founder of Oak Innovation, a company dedicated to empowering training professionals with high-quality, editable course materials. I hold a Bachelor’s and Master’s degree from University College Cork and have furthered my expertise with qualifications in Professional Development and Training from University College Galway. Since founding Oak Innovation in 1995, I have focused on helping busy training professionals and business managers enhance their courses efficiently by providing them with instant access to customizable training materials. Our training solutions have been trusted by leading organizations such as Apple, Time Warner, and Harvard University, reflecting our commitment to excellence.