Exit Survey
This is an open ended format.
This format could be tailored to meet particular needs.
This format could be used both formally as well as informally.
===============================================
Name:
Hire Date: ‑ Resignation Date:
Department: Manager:
Briefly indicate what factors first caused you to consider leaving the company.
Briefly indicate what factors triggered your leaving the company at this time.
What is your overall opinion of the company?
Please rate the following using this scale:
1=excellent, 2 = good, 3 = fair, 4 = poor
Benefits [ ]
Pay [ ]
Recruiting Process [ ]
Orientation Process [ ]
initial Training [ ]
interest in Employees [ ]
Growth Opportunities [ ]
Ongoing Training [ ]
Physical Working Conditions [ ]
Keeping Employees informed [ ]
Treating Employees Fairly [ ]
Upholding Company Values [ ]
Morale Overall [ ]
Open‑Door Policy [ ]
Morale in Your Area [ ]
Performance Review Process [ ]
Helpfulness/Knowledge of Human Resources [ ]
Medical/Health Benefits [ ]
Other Benefits [ ]
Cooperation among All Employees and Management [ ]
Equipment/Resources to Do Job Properly [ ]
Recognition for Job Well Done [ ]
Incentive/Bonus Program [ ]
Communication of Internal opportunities [ ]
Company , s Concern with Quality and Excellence [ ]
Overall Company Image [ ]
Please comment on any 3 significant scores in the space below:
=================================================
Please rate your manager using this scale:
I always 2 = usually 3 = seldom 4 = never
Resolved complaints and concerns promptly. [ ]
Listened to suggestions. [ ]
Encouraged cooperation. [ ]
Treated you fairly. [ ]
Provided leadership. [ ]
Clearly communicated expectations. [ ]
Was honest. [ ]
Gave performance feedback. [ ]
Coached, trained, and developed you. [ ]
Recognized accomplishments. [ ]
Provided appropriate and challenging assignments.[ ]
Built teamwork. [ ]
Please comment on any 2 significant scores in the space below:
================================================== =====
Do you have another job? If so, how does it compare with your last job here?
What did you like most about your last job?
What did you like least about your last job?
What could have been done to encourage you not to leave?
Was this made known to your manager?
Why did you originally join the company?
What did you like most about the company?
What did you like least about the company?
Would you be open to the idea of returning to our company?
Why/Why not?
================================================== =====
Do you have any objection to our sharing your responses with management?
Do you think the company lives up to its values? ‑ Yes ‑ No
If no, which values did we not live up to, and how can we change for the better?
What other suggestions do you have that will help the company improve?
What suggestions do you have that will help the company keep good people?
Any other comments you would like to add at this time:
regards
LEO LINGHAM
From India, Mumbai
260This is an open ended format.
This format could be tailored to meet particular needs.
This format could be used both formally as well as informally.
===============================================
Name:
Hire Date: ‑ Resignation Date:
Department: Manager:
Briefly indicate what factors first caused you to consider leaving the company.
Briefly indicate what factors triggered your leaving the company at this time.
What is your overall opinion of the company?
Please rate the following using this scale:
1=excellent, 2 = good, 3 = fair, 4 = poor
Benefits [ ]
Pay [ ]
Recruiting Process [ ]
Orientation Process [ ]
initial Training [ ]
interest in Employees [ ]
Growth Opportunities [ ]
Ongoing Training [ ]
Physical Working Conditions [ ]
Keeping Employees informed [ ]
Treating Employees Fairly [ ]
Upholding Company Values [ ]
Morale Overall [ ]
Open‑Door Policy [ ]
Morale in Your Area [ ]
Performance Review Process [ ]
Helpfulness/Knowledge of Human Resources [ ]
Medical/Health Benefits [ ]
Other Benefits [ ]
Cooperation among All Employees and Management [ ]
Equipment/Resources to Do Job Properly [ ]
Recognition for Job Well Done [ ]
Incentive/Bonus Program [ ]
Communication of Internal opportunities [ ]
Company , s Concern with Quality and Excellence [ ]
Overall Company Image [ ]
Please comment on any 3 significant scores in the space below:
=================================================
Please rate your manager using this scale:
I always 2 = usually 3 = seldom 4 = never
Resolved complaints and concerns promptly. [ ]
Listened to suggestions. [ ]
Encouraged cooperation. [ ]
Treated you fairly. [ ]
Provided leadership. [ ]
Clearly communicated expectations. [ ]
Was honest. [ ]
Gave performance feedback. [ ]
Coached, trained, and developed you. [ ]
Recognized accomplishments. [ ]
Provided appropriate and challenging assignments.[ ]
Built teamwork. [ ]
Please comment on any 2 significant scores in the space below:
================================================== =====
Do you have another job? If so, how does it compare with your last job here?
What did you like most about your last job?
What did you like least about your last job?
What could have been done to encourage you not to leave?
Was this made known to your manager?
Why did you originally join the company?
What did you like most about the company?
What did you like least about the company?
Would you be open to the idea of returning to our company?
Why/Why not?
================================================== =====
Do you have any objection to our sharing your responses with management?
Do you think the company lives up to its values? ‑ Yes ‑ No
If no, which values did we not live up to, and how can we change for the better?
What other suggestions do you have that will help the company improve?
What suggestions do you have that will help the company keep good people?
Any other comments you would like to add at this time:
regards
LEO LINGHAM
From India, Mumbai
Hi Mr. Leolingham,
Survey points were excellent and contained many things. one doubt comes to my mind that exit survey/exit interview is done by request from the management to exit employee. i believ it should have been little brief. coz it not a complusion for an employee to fill up survey form at time of exit, he/she can reject.
Thanks & regards
:D :D :D
From India, Madras
Survey points were excellent and contained many things. one doubt comes to my mind that exit survey/exit interview is done by request from the management to exit employee. i believ it should have been little brief. coz it not a complusion for an employee to fill up survey form at time of exit, he/she can reject.
Thanks & regards
:D :D :D
From India, Madras
ATOM LEAF
I appreciate your comments.
That is the reason I STRESSED on the points
-tailor it to each individual case
-formal / informal.
-written / verbal.
Because of the negativity attached to it , often employees
will ignore it, as it could affect their references.
HR should treat this as informal and may even conduct it
outside the premises over a cup of coffee/tea.
It is more useful for HRM than anybody else
in devising HR STRATEGY.
THANKS
REGARDS
LEO LINGHAM
From India, Mumbai
I appreciate your comments.
That is the reason I STRESSED on the points
-tailor it to each individual case
-formal / informal.
-written / verbal.
Because of the negativity attached to it , often employees
will ignore it, as it could affect their references.
HR should treat this as informal and may even conduct it
outside the premises over a cup of coffee/tea.
It is more useful for HRM than anybody else
in devising HR STRATEGY.
THANKS
REGARDS
LEO LINGHAM
From India, Mumbai
Hi,
Good Post..... Leo
As rightly told, Exit Interviews have to be tailor made to suit the needs of the organisation. Here are a few questions that can be picked if it suits the requirement of the company.
1. Tell me about how you've come to decide to leave?
2. What is your main reason for leaving?
3. What are the other reasons for your leaving?
4. Why is this important, or so significant for you?
5. Within the (particular reason to leave) what was it that concerned you particularly?
6. What could have been done early on to prevent the situation developing/provide a basis for you to stay with us?
7. How would you have preferred the situation(s) to have been handled?
8. What opportunities can you see might have existed for the situation/problems to have been averted/dealt with satisfactorily?
9. What can you say about the processes and procedures or systems that have contributed to the problem(s)/your decision to leave?
10. What specific suggestions would you have for how the organization could manage this situation/these issues better in future?
11. How do you feel about the organization?
12. What has been good/enjoyable/satisfying for you in your time with us?
13. What has been frustrating/difficult/upsetting to you in your time with us?
14. What could you have done better or more for us had we given you the opportunity?
15. What extra responsibility would you have welcomed that you were not given?
16. How could the organization have enabled you to make fuller use of your capabilities and potential?
17. What training would you have liked or needed that you did not get, and what effect would this have had?
18. How well do think your training and development needs were assessed and met?
19. What training and development that you had did you find most helpful and enjoyable?
20. What can you say about communications within the organization/your department?
21. What improvements do you think can be made to customer service and relations?
22. How would you describe the culture or 'feel' of the organization?
23. What could you say about communications and relations between departments, and how these could be improved?
24. Were you developed/inducted adequately for your role(s)?
25. What improvement could be made to the way that you were inducted/prepared for your role(s)?
26. (For recent recruits of less than a year or so:) What did you think about the way we recruited you?
27. How did the reality alter from your expectations when you first joined us?
28. How could we have improved your own recruitment? How could your induction training have been improved?
29. How could you have been helped to better know/understand/work with other departments necessary for the organization to perform more effectively?
30. What can you say about the way your performance was measured, and the feedback to you of your performance results?
31. How well do you think the appraisal system worked for you?
32. What would you say about how you were motivated, and how that could have been improved?
33. What suggestion would you make to improve working conditions, hours, shifts, amenities, etc?
34. What would you say about equipment and machinery that needs replacing or upgrading, or which isn't fully/properly used for any reason?
35. What can you say about the way you were managed?... On a day to day basis?....... And on a month to month basis?
36. How would you have changed the expectations/objectives/aims (or absence of) that were placed on you? ...... And why?
37. What, if any, ridiculous examples of policy, rules, instructions, can you highlight?
38. What examples of ridiculous waste (material or effort), pointless reports, meetings, bureaucracy, etc., could you point to?
39. How could the organization reduce stress levels among employees where stress is an issue?
40. How could the organization enabled you to have made better use of your time?
41. What things did the organization or management do to make your job more difficult/frustrating/non-productive?
42. How can the organization gather and make better use of the views and experience of its people?
43. Aside from the reason(s) you are leaving, how strongly were you attracted to committing to a long and developing career with us?
44. What can the organization do to retain its best people (and not lose any more like you)?
45. Have you anything to say about your treatment from a discrimination or harassment perspective?
46. Would you consider working again for us if the situation were right?
47. Are you happy to say where you are going (if you have decided)?
48. What particularly is it about them that makes you want to join them?
49. What, importantly, are they offering that we are not?
50. (If appropriate:) Could you be persuaded to renegotiate/stay/discuss the possibility of staying?
51. Can we be of any particular help to you in this move/deciding what to do next (we can't promise anything obviously)?
Let me know if we could add some thing more to this. Also plz share your inputs on what you think is the most important question [that should not be missed in any case] in the exit interview?
Regards,
Soumya Shankar
From India, Bangalore
Good Post..... Leo
As rightly told, Exit Interviews have to be tailor made to suit the needs of the organisation. Here are a few questions that can be picked if it suits the requirement of the company.
1. Tell me about how you've come to decide to leave?
2. What is your main reason for leaving?
3. What are the other reasons for your leaving?
4. Why is this important, or so significant for you?
5. Within the (particular reason to leave) what was it that concerned you particularly?
6. What could have been done early on to prevent the situation developing/provide a basis for you to stay with us?
7. How would you have preferred the situation(s) to have been handled?
8. What opportunities can you see might have existed for the situation/problems to have been averted/dealt with satisfactorily?
9. What can you say about the processes and procedures or systems that have contributed to the problem(s)/your decision to leave?
10. What specific suggestions would you have for how the organization could manage this situation/these issues better in future?
11. How do you feel about the organization?
12. What has been good/enjoyable/satisfying for you in your time with us?
13. What has been frustrating/difficult/upsetting to you in your time with us?
14. What could you have done better or more for us had we given you the opportunity?
15. What extra responsibility would you have welcomed that you were not given?
16. How could the organization have enabled you to make fuller use of your capabilities and potential?
17. What training would you have liked or needed that you did not get, and what effect would this have had?
18. How well do think your training and development needs were assessed and met?
19. What training and development that you had did you find most helpful and enjoyable?
20. What can you say about communications within the organization/your department?
21. What improvements do you think can be made to customer service and relations?
22. How would you describe the culture or 'feel' of the organization?
23. What could you say about communications and relations between departments, and how these could be improved?
24. Were you developed/inducted adequately for your role(s)?
25. What improvement could be made to the way that you were inducted/prepared for your role(s)?
26. (For recent recruits of less than a year or so:) What did you think about the way we recruited you?
27. How did the reality alter from your expectations when you first joined us?
28. How could we have improved your own recruitment? How could your induction training have been improved?
29. How could you have been helped to better know/understand/work with other departments necessary for the organization to perform more effectively?
30. What can you say about the way your performance was measured, and the feedback to you of your performance results?
31. How well do you think the appraisal system worked for you?
32. What would you say about how you were motivated, and how that could have been improved?
33. What suggestion would you make to improve working conditions, hours, shifts, amenities, etc?
34. What would you say about equipment and machinery that needs replacing or upgrading, or which isn't fully/properly used for any reason?
35. What can you say about the way you were managed?... On a day to day basis?....... And on a month to month basis?
36. How would you have changed the expectations/objectives/aims (or absence of) that were placed on you? ...... And why?
37. What, if any, ridiculous examples of policy, rules, instructions, can you highlight?
38. What examples of ridiculous waste (material or effort), pointless reports, meetings, bureaucracy, etc., could you point to?
39. How could the organization reduce stress levels among employees where stress is an issue?
40. How could the organization enabled you to have made better use of your time?
41. What things did the organization or management do to make your job more difficult/frustrating/non-productive?
42. How can the organization gather and make better use of the views and experience of its people?
43. Aside from the reason(s) you are leaving, how strongly were you attracted to committing to a long and developing career with us?
44. What can the organization do to retain its best people (and not lose any more like you)?
45. Have you anything to say about your treatment from a discrimination or harassment perspective?
46. Would you consider working again for us if the situation were right?
47. Are you happy to say where you are going (if you have decided)?
48. What particularly is it about them that makes you want to join them?
49. What, importantly, are they offering that we are not?
50. (If appropriate:) Could you be persuaded to renegotiate/stay/discuss the possibility of staying?
51. Can we be of any particular help to you in this move/deciding what to do next (we can't promise anything obviously)?
Let me know if we could add some thing more to this. Also plz share your inputs on what you think is the most important question [that should not be missed in any case] in the exit interview?
Regards,
Soumya Shankar
From India, Bangalore
Hi Soumya,
Just a thought, if you can have Exit Interview form as questionnaire with ranking instead of questions, coz while leaving any organisation, people don't want to spend so much time on exit interview formality as its not compulsion. Leaving any organisation is a big decision to make.
So, just a thought.........and its also better to have questionnaire while analysing all exit interview form.
Thanks,
Gunjan
www.kinapse.com
From India, New Delhi
Just a thought, if you can have Exit Interview form as questionnaire with ranking instead of questions, coz while leaving any organisation, people don't want to spend so much time on exit interview formality as its not compulsion. Leaving any organisation is a big decision to make.
So, just a thought.........and its also better to have questionnaire while analysing all exit interview form.
Thanks,
Gunjan
www.kinapse.com
From India, New Delhi
Hi,
I'm quite new to this site and I know this would really help me in my profession.
Anyway, with regards to the exit survey. In our company, we have this exit interview form. I just want to ask, is it best for an HR staff to do the interview or just let the resigned employee fill out the form.
I'm quite new to this site and I know this would really help me in my profession.
Anyway, with regards to the exit survey. In our company, we have this exit interview form. I just want to ask, is it best for an HR staff to do the interview or just let the resigned employee fill out the form.
EXIT SURVEY.
EXIT interview should be conducted by HR,
- in an informal manner
-employees should not fill in the form
-HR should use the questionnaire as a checklist reminder
for himself or herself
-questions should be open ended, giving the employees
an opportunity to speak his/her mind.
-HR should make notes in the form
- there may not be 20 reasons for the employee leaving
the company.
-there may be only 2/3 reasons, and that may be
sticking at the top of the employees mind
-this can only be elicited by HR with open ended
questions.
regards
LEO LINGHAM
From India, Mumbai
EXIT interview should be conducted by HR,
- in an informal manner
-employees should not fill in the form
-HR should use the questionnaire as a checklist reminder
for himself or herself
-questions should be open ended, giving the employees
an opportunity to speak his/her mind.
-HR should make notes in the form
- there may not be 20 reasons for the employee leaving
the company.
-there may be only 2/3 reasons, and that may be
sticking at the top of the employees mind
-this can only be elicited by HR with open ended
questions.
regards
LEO LINGHAM
From India, Mumbai
Hi all,
Really useful questionnaire though i'm not a HR Person i think i can suggest to my HR department. One small question i have. when this exit interview should be conducted. whether at the time of the employee giving his resignation or the last day of his tenure with the company. Kindly advice.
Thanks
Anu
From India, Madras
Really useful questionnaire though i'm not a HR Person i think i can suggest to my HR department. One small question i have. when this exit interview should be conducted. whether at the time of the employee giving his resignation or the last day of his tenure with the company. Kindly advice.
Thanks
Anu
From India, Madras
If a person has decided to leave, can the reasons he gives justify his actions?
I have friends who have told me that a person in order to skip the exxit interview can dogmatically cling to one answer. It may be true or ..... How do you find out the reason?
One of the employee in our company went to such a extent saying everything was alright with the company and its just his attitude! ironically this was the same answer his colleague had given (they both worked on the same project) They didnt have any problems with either of them or with other team members. Professionally they were good.
Later we came to the real truth MONEY. Funny, why they didnt pose it as a problem when we had asked! They were good resources and we would have retained them.
Why do they not speak openly in the exit interview? What could the reasons be? What could have we done better?
From India, Madras
I have friends who have told me that a person in order to skip the exxit interview can dogmatically cling to one answer. It may be true or ..... How do you find out the reason?
One of the employee in our company went to such a extent saying everything was alright with the company and its just his attitude! ironically this was the same answer his colleague had given (they both worked on the same project) They didnt have any problems with either of them or with other team members. Professionally they were good.
Later we came to the real truth MONEY. Funny, why they didnt pose it as a problem when we had asked! They were good resources and we would have retained them.
Why do they not speak openly in the exit interview? What could the reasons be? What could have we done better?
From India, Madras
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Exit.xls
Exit-interview_ 195.doc