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100 Super Effective Exit Interview Questions For 2024

13 min read   |  
Last Updated on
exit-interview-questions

Employee exit interviews are hard. But what’s even harder is to find the relevant exit interview questions.

But precisely what are exit interview questions?

An exit interview is conducted by the human resource manager when an employee wants to leave the company. The questions asked during the exit interview are called exit interview questions.

List Of 100 Best Exit Interview Questions That You Must Know

In this article, we will be listing down some targeted questions that can help reveal what is affecting your employee retention efforts.

But remember, the goal is not to grill exiting employees about their reasons for leaving or about asking them to stay. It is to gather constructive feedback and valuable information to know about your organization’s strengths and weaknesses.

Such data can help you analyze what you are doing wrong and start making an action plan immediately.

The questions mentioned below are created keeping eNPS (employee Net Promoter Score) in mind. The eNPS is a metric that employs a 1 to 5 scale for employee feedback. A rating of 1 signifies "not at all likely" to recommend, 3 denotes a neutral stance, and 5 indicates "extremely likely" to recommend.

By asking employees to rate their likelihood of recommending their workplace, the eNPS serves as a valuable tool for delving into the factors that underpin employee satisfaction and loyalty.

So, take a seat and jot down the questions you believe will be helpful in conducting exit interviews.

Reasons Why They Left?

reasons-why-they-left

Yes, it is not a good idea to downright ask people why they are leaving. But that doesn’t mean that you can’t try to identify the root of the cause. Here are some exit interview questions that help you do so:

  1. On a scale of 1-5, To what extent did the strengths of our company influence your decision to accept this job?
  2. On a scale of 1-5, how would you rate the fairness of the working conditions here?
  3. On a scale of 1-5, how achievable did you find your job responsibilities?
  4. On a scale of 1-5, how satisfied are you with the company's current pay and benefits policies?
  5. On a scale of 1-5, to what extent did you feel psychologically safe, and respected while working here?
  6. On a scale of 1-5, how would you rate the influence of our company culture in your daily life?
  7. On a scale of 1-5, how enthusiastic were you about coming to work each day?
  8. On a scale of 1-5, how likely are you to consider returning to work here in the future, based on potential improvements?
  9. On a scale of 1-5, how would you rate the company’s effort to constantly improve its management practices?
  10. On a scale of 1-5, how effective were the career development opportunities in this company?

Work-Life Balance

Encourage-healthy-lifestyle-Work-life-balance

If there is one thing that the pandemic taught us, it is how much people love remote working and the sense of personal freedom that comes with it.

In fact,

42% of current remote workers say if their employer doesn’t continue to offer remote work options long-term, they’ll look for a job at a company that does.

That clearly signifies that most workplaces don’t quite get the whole work-life balance aspect right.

Do yours do? Let’s find out.

Here are some exit interview questions to help you determine if the reason behind an employee leaving an organization is due to a lack of work-life balance:

  1. On a scale of 1-5, how strongly did your company promote a healthy work-life balance?
  2. On a scale of 1-5, how easy was it to disconnect from work responsibilities outside of working hours?
  3. On a scale of 1-5, how comfortable were you with the number of hours you worked?
  4. On a scale of 1-5, how effectively were you able to handle burnout from your workload?
  5. On a scale of 1-5, how effectively does fairness and inclusion convey the quality of a leave policy structure?
  6. On a scale of 1-5, to what extent were you able to participate in significant personal events without work-related interruptions?
  7. On a scale of 1-5, how supportive was the company in providing a flexible work schedule based on your needs?
  8. On a scale of 1-5, how satisfied were you with the company's parental leave policy?
  9. On a scale of 1-5, how accommodating was your work environment to taking breaks?
  10. On a scale of 1-5, how confident were you that your feedback on work-life balance would drive company improvements?

Job Description And Responsibilities

job-description

It’s essential to understand if the job role of the exiting employee was satisfactory and met their career expectations.

  1. On a scale of 1-5, how clearly and accurately was your job description defined?
  2. On a scale of 1-5, how closely did your actual responsibilities match the stated job description?
  3. On a scale of 1-5, how would you rate the constructiveness and timeliness of the feedback you received on your work?
  4. On a scale of 1-5, how effective do you find the current performance management process?
  5. On a scale of 1-5, how realistic and achievable were the goals and objectives set for you?
  6. On a scale of 1-5, How would you rate your access to the necessary resources and tools needed to complete your tasks?
  7. On a scale of 1-5, how adequate was the training and preparation you received for your core responsibilities?
  8. On a scale of 1-5, how well did your job align with your skills, interests, and career goals?
  9. On a scale of 1-5, how satisfied were you with the diversity of tasks and projects in your role?
  10. On a scale of 1-5, how much autonomy did you possess in making important decisions within your role?

Team Collaboration And Communication

icebreaker-questions-5

Teamwork makes the dream work. And the opposite of it can genuinely make work-life challenging to endure.

Needless to say, it’s crucial that an employee can connect, relate, and empathize with their team members. It can quite literally shape how they work and their mental health too.

So, if there is a rotten apple in the team, here are some exit interview questions to help you find out the issue:

  1. On a scale of 1-5, how happy and positive did you feel while working with your team members?
  2. On a scale of 1-5, how would you rate your level of productivity when collaborating with the team?
  3. On a scale of 1-5, how unified were the team members in pursuing shared goals and priorities?
  4. On a scale of 1-5, how engaged were you in team meetings and discussions?
  5. On a scale of 1-5, how often did you receive praise from your peers for doing good work?
  6. On a scale of 1-5, how open were your team members to receiving constructive feedback?
  7. On a scale of 1-5, how motivating did you find the team environment?
  8. On a scale of 1-5, how would you rate your team leader’s leadership capabilities?
  9. On a scale of 1-5, how open was your team to your input, suggestions, and feedback?
  10. On a scale of 1-5, how effectively did your team implement new ideas?

Company Culture

employee-experience-during-covid-19

The company culture can truly make or break the employee experience.

While positive culture can inspire great work, a toxic culture can be detrimental to the overall employee experience.

Here are some exit interview questions to help you find out where your company’s culture stands:

  1. On a scale of 1-5, how approachable and accessible did you find the senior management?
  2. On a scale of 1-5, how transparent was the decision-making process at higher levels?
  3. On a scale of 1-5, how committed is the company to ensuring physical safety for every employee?
  4. On a scale of 1-5, how committed is the company to ensuring psychological safety for every employee?
  5. On a scale of 1-5, how healthy was the competition among peers in the company?
  6. On a 1-5 scale, how adept was the company at handling internal conflicts and resolutions?
  7. On a scale of 1-5, how would you rate the trust and teamwork within the company?
  8. On a scale of 1-5, how would you rate the company's adherence to ethical practices and integrity?
  9. On a scale of 1-5, how would you rate the company’s responsiveness towards employee feedback and suggestions?
  10. On a scale of 1 to 5, how would you rate the overall atmosphere and morale among your colleagues?

Employee-Employer Relationship

employee-employer-relationship-2

People don’t quit jobs. They quit bosses.

Surprisingly, the above-mentioned iconic quote appears to be true.

According to a Gallup survey,

Managers influence at least 75% of the reasons for voluntary turnover.

Does this stand true for the long line of employees leaving your company? Here are some exit interview questions for your next exiting employee:

  1. On a scale of 1-5, how respected and valued did your managers make you feel?
  2. On a scale of 1-5, how would you rate the support you received from management in executing your tasks and responsibilities?
  3. On a scale of 1-5, how frequently did your manager give constructive feedback?
  4. On a scale of 1-5, how fairly do you believe employee performance was evaluated and rewarded?
  5. On a scale of 1-5, how comfortable did you feel with your manager's leadership style?
  6. On a scale of 1-5, how would you rate your manager's responsiveness to personal or professional challenges you faced?
  7. On a scale of 1-5, how supportive was your manager towards achieving your goals?
  8. On a scale of 1-5, how would you rate the trustworthiness of the company's leadership?
  9. On a scale of 1-5, how effectively do you feel your concerns and opinions were addressed by management?
  10. On a scale of 1-5, how consistently did the company's actions match the promises or commitments made to its employees?

Development Opportunities

training-and-development-opportunities

According to Gallup:

Career advancement contributes to 32% of those voluntarily quitting jobs.

So, if your company doesn’t allow the space for employees to grow, learn, and upskill, the chances are that this might be the reason for your low employee retention rates.

  1. On a scale of 1-5, how would you rate the availability of training and development programs within the company?
  2. On a scale of 1-5, how satisfied were you with the opportunities provided for acquiring new skills?
  3. On a scale of 1-5, to what extent were you successful in achieving personal and company goals successfully?
  4. On a scale of 1-5, how highly would you rate the fairness and impartiality of the company's promotion criteria?
  5. On a scale of 1-5, how impactful were the training programs to your professional growth?
  6. On a scale of 1-5, how would you rate the effectiveness of onboarding and training for new employees?
  7. On a scale of 1-5, how do you perceive the company’s ability to innovate?
  8. On a scale of 1-5, how supported did you feel when exploring new responsibilities beyond your primary role?
  9. On a scale of 1-5, To what extent did you feel empowered to work on your personal development?
  10. On a scale of 1-5, how beneficial was the feedback you received in enhancing your skills?

Diversity And Inclusion

diversity-and-inclusion-12

Post-2020, no company can afford to ignore the importance of diversity and inclusion in the workplace.

In a recent Monster survey,

83% of Gen Z candidates said that a company’s commitment to diversity and inclusion is important when choosing an employer.

Pretty soon, the lack of it can drive an employee away from your organization too.

So, do you think that your employees are happy enough with your current DE&I policies? Let’s find out through these exit interview questions:

  1. On a scale of 1-5, how satisfied are you with the company’s diversity, equity, and inclusion policies?
  2. On a scale of 1-5, how effectively did the company train its employees on DEI matters?
  3. On a scale of 1-5, to what extent did you feel comfortable being your authentic self at work?
  4. On a scale of 1-5, to what extent were the company's DEI efforts evident in the composition of the hiring committee?
  5. On a scale of 1-5, how considerate is the company in accommodating people with disabilities?
  6. On a scale of 1-5, how would you rate the diverse representation of backgrounds and perspectives in the leadership team?
  7. On a scale of 1-5, to what extent degree does your company encourage underrepresented groups to voice their concerns?
  8. On a scale of 1-5, how would you rate the company’s effort to provide equitable pay irrespective of caste, race, or gender within the company?
  9. On a scale of 1-5, how thoroughly were discrimination complaints investigated to ensure fairness?
  10. On a scale of 1-5, how inclusive is the company in respecting and using preferred pronouns for employees?

Employee Engagement

employee-engagement-exit-interview-questions

According to a study on workplace engagement in the U.S., disengaged employees cost organizations around $450-550 billion each year.

Thus, it’s safe to say that employee engagement is crucial to retaining your best workers. With the following exit interview questions, you can find out where you are doing wrong with your engagement efforts. Rewards and recognition, employee opinions and empowerment, or employee benefits?

  1. On a scale of 1-5, how frequently did your manager appreciate you for your achievements?
  2. On a scale of 1-5, how proactively did your teammates recognize each other's accomplishments?
  3. On a scale of 1-5, how satisfied were you with the rewards received for exceptional performance?
  4. On a scale of 1-5, how satisfied are you with the employee benefits package provided by the company?
  5. On a scale of 1-5, how do you feel about the competitiveness of the compensation offered to you?
  6. On a scale of 1-5, how satisfied were you with opportunities to provide feedback and suggestions?
  7. On a scale of 1-5, how would you rate the fairness in the distribution of incentives and benefits within the company?
  8. On a scale of 1-5, how valued did you feel as an employee?
  9. On a scale of 1-5, how actively did the company consider your opinions and viewpoints?
  10. On a scale of 1-5, how comfortable did you feel voicing opinions without fear of consequences?

Remote Work

Work-from-home-remote-work

Remote, work-from-home and other flexible work arrangements have quickly become the “new normal.”

With how the pandemic is proceeding and general public sentiments, it looks like flexible work is here to stay.

In that scenario, is your company doing enough to provide an excellent remote employee experience? Here are some questions to help you find out:

  1. On a scale of 1-5, how would you rate the impact of remote work on team collaboration and communication?
  2. On a scale of 1-5, how satisfied were you with the technology and tools provided to make remote work easier?
  3. On a scale of 1-5, how strongly connected do you feel with your team in a remote setup?
  4. On a scale of 1-5, how well were remote workers included in meetings and communications?
  5. On a scale of 1-5, how adequate do you find the IT support tailored for remote work?
  6. On a scale of 1-5, how would you rate the benefits of flexible and remote work options for the long run?
  7. On a scale of 1-5, how easily could you access and participate in company-wide events remotely?
  8. On a scale of 1-5, how comfortable were you in discussing remote work-related challenges with your manager?
  9. On a scale of 1-5, how satisfied were you with the company’s remote working policy?
  10. On a scale of 1-5, how satisfied are you with the provision of ergonomic equipment or support for your home office setup?

Key Takeaways

Attracting good employees is tough. But employee retention is even more complicated.

Many human resource managers will see the act of an employee leaving an organization to be a loss. And it is.

But with the relevant employee exit interview questions, you can collect valuable information and prevent this from happening again in the future.

So, while conducting exit interviews, use the extensive list of questions above to determine the actual reason behind your employee's decision to leave.

An exit interview can be monumental in uncovering your company’s shortcomings and gather some constructive feedback in the process.

But here’s the thing.

A departing employee can still be the company's advocate in the long run. A good exit interview is a good stepping stone to achieve this objective, especially if the employee is leaving in a disgruntled state. And to conduct exit interviews effectively, you need to know what questions to target.

See the connection here?

exit-interview-questions-23

Now that we've established the value of asking the relevant exit interview questions, let's look at what you should keep in mind while putting the questions forward.

Dos And Don’ts Of Asking Exit Interview Questions

There are no hard and fast rules here. Instead, consider the following guidelines as a baseline for formulating questions for your next exit interview.

Do’s

  • Opt for asking more open-ended questions. It grants exiting employees the flexibility to give their honest feedback.
  • Exiting employees feel comfortable when the questions are asked in a polite, civil, and friendly manner.
  • Give exiting employees the freedom to choose the time, date, or form (virtual or face-to-face) of the exit interview. It will improve the employee exit experience.

Don’ts

  • Don’t try to convince them to stay.
  • Don’t force any employees to answer questions that they don't want to.
  • While asking the questions, avoid naming or requesting the names of anyone, such as bosses or peers.
  • In other cases, asking a direct question about why the employee decided to leave will be counterproductive. If the actual cause is a company’s vulnerability, they will almost certainly avoid answering the question.

This article was co-authored by Nilotpal M Saharia and Barasha Medhi, who work as digital marketers at Vantage Circle. For any queries reach out to editor@vantagecircle.com.

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