Exit interview template: 25 Questions To Ask Departing Employees
I hear you! Exit interviews seem straightforward, right?
A quick chat, some feedback, done deal.
But that's where things get tricky.
Exit interviews are packed with valuable info, but many companies miss out on it all.
Here's the thing: high employee turnover is a big deal.
So exit interviews are your golden opportunity to understand why people are leaving and what you can do to stop it.
In this post I will explain why they're important and help you with a super helpful Exit Interview template with 25 key questions to ask departing employees.
Let's get the info you need to keep your best employees happy and sticking around!
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You got it! Exit interviews are more than just a goodbye chat. They're a chance for us to gather real intel from employees on their way out.
Think of it as an information dump – we want to understand two key things:
Why they're leaving: This is the big one. Are they chasing a new opportunity elsewhere, or is there something about the company that's pushing them out the door?
This is how you can create survey questions on Wrenly
Their experience here: The interview will also delve into their overall experience with the company. This covers things like work-life balance, the company culture, how they felt about their manager, and if they felt like they had opportunities to grow their skills.
This is how you can choose your audience or employee on Wrenly
Why do exit interviews matter?
Here's the good stuff: exit interviews can help you:
Fix what's broken: By understanding why people leave and what's wrong with the work environment, you can fix those issues and make things better for the employees who stay.
Stop the revolving door: High turnover is expensive. Exit interviews can help you identify problems that are pushing people out, so you can take action and keep your best employees.
Get a good reputation: If departing employees feel like their feedback matters during the exit interview, they're more likely to say positive things about the company. By this you can attract talented new hires in the future.
Now that you know much about Exit interviews, let me help you with some Exit Interview questions that you can ask your departing employees.
25 Key Questions for Departing Employees that can improve your workplace
I’ve got 25 questions for you that you can ask to your departing employees.
It is broken down into sections so that you can get the real picture:
Why they're leaving (5 questions):
Straight up: What made you start looking for a new job?
Could we have done anything to keep you?
Did your job match the description? Big gaps here lead to unhappy employees who leave.
Did you feel like you could grow and learn in this role? Stuck employees look elsewhere.
Did your work here connect to your future career goals? Feeling like your work matters is key.
Overall experience (5 questions):
How was your time here, overall? This sets the tone for the interview.
What did you enjoy most about working here? Knowing what works helps attract new talent.
What did you dislike the most? We can't fix problems we don't know about.
Do our company values match how things actually work here? A big disconnect hurts morale.
Did you have a healthy work-life balance? This is a major concern for many employees.
Management and team (4 questions):
How was your relationship with your boss? Good communication and support are important.
Did you get helpful feedback from your manager? Feedback is key to growth, but it needs to be done right.
How well did you work with your team? Teamwork makes the dream work, but issues can arise.
Did you feel comfortable speaking up in your team? Open communication is essential.
Work environment (4 questions):
Did you have the tools you needed to do your job well? Feeling equipped boosts morale and productivity.
Was the technology user-friendly and efficient? Clunky tech slows everyone down.
How was the overall work environment (noise level, workspace, etc.)? A good workspace helps employees focus and thrive.
What excites you most about your new job? Understanding what motivates employees helps us keep the best ones.
Is there anything we could have done differently to make your experience better here? Specific feedback helps us improve.
Would you recommend us as a great place to work? This shows how they view the company overall.
Open mic (1 question):
Anything else you want to share about your experience here? This is your chance to hear unfiltered feedback.
D. Work Environment and Resources (1 question):
Did you feel you had a clear understanding of your role and its expectations? Unclear expectations can lead to frustration and a feeling of not being set up for success.
E. Looking Forward (2 questions):
What advice would you give to someone considering a position at our company? This can provide valuable insights into how the company is perceived by potential hires.
Thinking back on your time here, is there anything specific you'll miss? Understanding what aspects of the company culture employees value can help you retain those positive elements.
Exit interviews are a powerful tool to understand why employees leave and identify areas for improvement.
But simply asking questions isn't enough. So to gather comprehensive and actionable feedback, you need a structured approach – an exit interview template.
It guides the entire interview process, ensuring you ask the right questions categorised by theme (reasons for leaving, work experience, etc.) to build a comprehensive picture of the employee's experience.
So here’s an Exit Interview template example for you in case you need it.
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You can also choose to have employees complete the template electronically before the interview or use it as a guide for a face-to-face conversation.
Best Practices for Conducting Exit Interviews
Exit interviews sound simple - ask some questions, get some answers, move on. But hold on a sec. There's more to it than that. Here's the not-so-fun part:
Keeping it Confidential: Gotta make sure employees feel safe sharing honest feedback. This means keeping their identity private.
Active Listening: Pay close attention and avoid interrupting. Show them you truly care about what they have to say.
Taking Detailed Notes: Jot down key points or record the interview with permission. You don't want to miss anything important!
Showing Appreciation: Thank the employee for their time and feedback. Let them know their input is valuable.
Being Open to Feedback: Don't get defensive if they have criticisms. Acknowledge them and explain how you plan to address the issues.
These steps are crucial, but let's be real - they can be time-consuming. Here's where a tool like Wrenly comes in to save the day.
Wrenly.ai
Wrenly:
Think of Wrenly as a great time saving tool for exit interviews. It streamlines the exit interview process and turns it into a feedback machine:
Anonymity is Key: With Wrenly, employees can give feedback anonymously. This means they're more likely to be honest, even if it's about sensitive topics.
Pre-Interview Prep Made Easy: Use Wrenly to send out anonymous employee surveys before the actual interview. This gives you a heads-up on their main concerns beforehand. You'll be a better listener during the chat because you'll already have a sense of what's on their minds.
Ditch the Note Taking: Wrenly can transcribe recordings from your interviews with the employee's permission. No more scrambling to write everything down - Wrenly captures it all.
Automated Thank You's: A small but important detail - Wrenly can automatically send thank-you messages after anonymous feedback is submitted. It shows the employee you appreciate their input.
Actionable Insights at Your Fingertips: Wrenly analyses all the anonymous feedback data. It identifies patterns and highlights areas that need improvement. This helps you focus on fixing the most critical issues impacting employees.
The Bottom Line:
By combining your exit interview template with Wrenly, you create a smooth and powerful feedback loop.
This fosters a culture of honesty in your company, helps you retain your best talent, and gives you the clear information you need to make your workplace a better place for everyone. It's a win-win!
Finally!
Alright, listen up.
Exit interviews might seem like a goodbye chat, but they're actually a treasure hunt for ways to make your company culture even better!
By asking good questions (like the ones in our awesome template!), you can find out why people leave and what you can fix.
But remember, just asking isn't enough. You gotta listen closely, write things down (or use a tool like Wrenly to do it for you!), and thank the employee for helping you out.
They're basically giving you a free cheat sheet to make your company the coolest place to work ever!
So, next time someone leaves, don't just say goodbye – say "thanks for the tips!" and use Wrenly to turn those tips into action.
Remember, happy employees are like happy puppies – full of energy and ready to play! Let's make your company the best doghouse ever!
Ready to turn goodbyes into gold? Check out Wrenly today! It's the secret weapon for getting honest feedback from departing employees and making your workplace a win-win for everyone.
Ali is a co-founder of Wrenly known for his innovative thinking and exceptional drive to create value for every Wrenly customer. His dedication, mentorship, and leadership skills have not only shaped various careers but have also made him an invaluable asset to the Wrenly team.
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