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Sample exit interview questions
These questions can be used in face-to-face exit interviews, or to compile exit interview proform questionnaires or electronic feedback forms.
If using these questions to compile forms to be used for large scale analysis take care to format the questions into a format which can be analysed numerically, as far as is reasonable (certain questions and answers will always be difficult to format in this way, for example the 'how do you feel about...?' and open-ended questions seeking ideas and suggestions - such questions and can only be analysed and reported 'by exception' when something of particular note crops up, or of a particular recurring theme is spotted).
In face-to-face interviews particularly, use the word 'why' if you want to probe, especially if the first answer is vague or superficial. Questions beginning with 'what' and 'how' are better for getting people to think and convey to you properly and honestly about their views. Some of these questions samples are more suitable for management employees, although always give people at all levels the chance to comment on issues normally 'above' their remit - you'll be surprised at how informed and insightful people can be. These questions examples are not in a sequential process, although broadly there is a logic to the order of the types of questions. There are lots more questions here than you would normally ask in a typical exit interview. Pick the questions that are most relevant to the leaving circumstances, the interviewee and your organization situation.
• Tell me about how you've come to decide to leave?
• What is your main reason for leaving?
• What are the other reasons for your leaving?
• Why is this important, or so significant for you?
• Within the (particular reason to leave) what was it that concerned you particularly?
• What could have been done early on to prevent the situation developing/provide a basis for you to stay with us?
• How would you have preferred the situation(s) to have been handled?
• What opportunities can you see might have existed for the situation/problems to have been averted/dealt with satisfactorily?
• What can you say about the processes and procedures or systems that have contributed to the problem(s)/your decision to leave?
• What specific suggestions would you have for how the organization could manage this situation/these issues better in future?
• How do you feel about the organization?
• What has been good/enjoyable/satisfying for you in your time with us?
• What has been frustrating/difficult/upsetting to you in your time with us?
• What could you have done better or more for us had we given you the opportunity?
• What extra responsibility would you have welcomed that you were not given?
• How could the organization have enabled you to make fuller use of your capabilities and potential?
• What training would you have liked or needed that you did not get, and what effect would this have had?
• How well do think your training and development needs were assessed and met?
• What training and development that you had did you find most helpful and enjoyable?
• What can you say about communications within the organization/your department?
• What improvements do you think can be made to customer service and relations?
• How would you describe the culture or 'feel' of the organization?
• What could you say about communications and relations between departments, and how these could be improved?
• Were you developed/inducted adequately for your role(s)?
• What improvement could be made to the way that you were inducted/prepared for your role(s)?
• (For recent recruits of less than a year or so:) What did you think about the way we recruited you? How did the reality alter from your expectations when you first joined us? How could we have improved your own recruitment? How could your induction training have been improved?
• How could you have been helped to better know/understand/work with other departments necessary for the organization to perform more effectively?
• What can you say about the way your performance was measured, and the feedback to you of your performance results?
• How well do you think the appraisal system worked for you?
• What would you say about how you were motivated, and how that could have been improved?
• What suggestion would you make to improve working conditions, hours, shifts, amenities, etc?
• What would you say about equipment and machinery that needs replacing or upgrading, or which isn't fully/properly used for any reason?
• What can you say about the way you were managed?... On a day to day basis?....... And on a month to month basis?
• How would you have changed the expectations/objectives/aims (or absence of) that were placed on you? ...... And why?
• What, if any, ridiculous examples of policy, rules, instructions, can you highlight?
• What examples of ridiculous waste (material or effort), pointless reports, meetings, bureaucracy, etc., could you point to?
• How could the organization reduce stress levels among employees where stress is an issue?
• How could the organization enabled you to have made better use of your time?
• What things did the organization or management do to make your job more difficult/frustrating/non-productive?
• How can the organization gather and make better use of the views and experience of its people?
• Aside from the reason(s) you are leaving, how strongly were you attracted to committing to a long and developing career with us?
• What can the organization do to retain its best people (and not lose any more like you)?
• Have you anything to say about your treatment from a discrimination or harassment perspective?
• Would you consider working again for us if the situation were right?
• Are you happy to say where you are going (if you have decided)?
• What particularly is it about them that makes you want to join them?
• What, importantly, are they offering that we are not?
• (If appropriate:) Could you be persuaded to renegotiate/stay/discuss the possibility of staying?
• Can we be of any particular help to you in this move/deciding what to do next (we can't promise anything obviously)?
And, to address opportunities for knowledge-transfer prior to departure, possibly in advance of exit interview:
Knowledge transfer questions
Start thinking about using these questions when the employee and the organization knows that the employee will be leaving. Don't leave these questions until the exit interview.
• How might we benefit from your knowledge, experience, introductions to your contacts, etc., prior to your departure?
• Would you be happy to take part in a briefing meeting with managers/replacements/successor/colleagues so that we can benefit from your knowledge and experience, prior to your leaving?
• What can we do to enable you to pass on as much of your knowledge and experience as possible to your replacement/successor prior to your departure?
• How and when would you prefer to pass on your knowledge to your successor?
• I realise that you'll not be happy with the situation surrounding your departure, however we would really appreciate it if you could help us to understand some of the important things you've been working on - how might we agree for this knowledge to be transferred?
• We'd be grateful for you to introduce (name of successor) to your key contacts before you go - are you happy to help with this?
Information Source : www.businessballs.com
Thanks & Regards,
DN
From Singapore, Singapore
These questions can be used in face-to-face exit interviews, or to compile exit interview proform questionnaires or electronic feedback forms.
If using these questions to compile forms to be used for large scale analysis take care to format the questions into a format which can be analysed numerically, as far as is reasonable (certain questions and answers will always be difficult to format in this way, for example the 'how do you feel about...?' and open-ended questions seeking ideas and suggestions - such questions and can only be analysed and reported 'by exception' when something of particular note crops up, or of a particular recurring theme is spotted).
In face-to-face interviews particularly, use the word 'why' if you want to probe, especially if the first answer is vague or superficial. Questions beginning with 'what' and 'how' are better for getting people to think and convey to you properly and honestly about their views. Some of these questions samples are more suitable for management employees, although always give people at all levels the chance to comment on issues normally 'above' their remit - you'll be surprised at how informed and insightful people can be. These questions examples are not in a sequential process, although broadly there is a logic to the order of the types of questions. There are lots more questions here than you would normally ask in a typical exit interview. Pick the questions that are most relevant to the leaving circumstances, the interviewee and your organization situation.
• Tell me about how you've come to decide to leave?
• What is your main reason for leaving?
• What are the other reasons for your leaving?
• Why is this important, or so significant for you?
• Within the (particular reason to leave) what was it that concerned you particularly?
• What could have been done early on to prevent the situation developing/provide a basis for you to stay with us?
• How would you have preferred the situation(s) to have been handled?
• What opportunities can you see might have existed for the situation/problems to have been averted/dealt with satisfactorily?
• What can you say about the processes and procedures or systems that have contributed to the problem(s)/your decision to leave?
• What specific suggestions would you have for how the organization could manage this situation/these issues better in future?
• How do you feel about the organization?
• What has been good/enjoyable/satisfying for you in your time with us?
• What has been frustrating/difficult/upsetting to you in your time with us?
• What could you have done better or more for us had we given you the opportunity?
• What extra responsibility would you have welcomed that you were not given?
• How could the organization have enabled you to make fuller use of your capabilities and potential?
• What training would you have liked or needed that you did not get, and what effect would this have had?
• How well do think your training and development needs were assessed and met?
• What training and development that you had did you find most helpful and enjoyable?
• What can you say about communications within the organization/your department?
• What improvements do you think can be made to customer service and relations?
• How would you describe the culture or 'feel' of the organization?
• What could you say about communications and relations between departments, and how these could be improved?
• Were you developed/inducted adequately for your role(s)?
• What improvement could be made to the way that you were inducted/prepared for your role(s)?
• (For recent recruits of less than a year or so:) What did you think about the way we recruited you? How did the reality alter from your expectations when you first joined us? How could we have improved your own recruitment? How could your induction training have been improved?
• How could you have been helped to better know/understand/work with other departments necessary for the organization to perform more effectively?
• What can you say about the way your performance was measured, and the feedback to you of your performance results?
• How well do you think the appraisal system worked for you?
• What would you say about how you were motivated, and how that could have been improved?
• What suggestion would you make to improve working conditions, hours, shifts, amenities, etc?
• What would you say about equipment and machinery that needs replacing or upgrading, or which isn't fully/properly used for any reason?
• What can you say about the way you were managed?... On a day to day basis?....... And on a month to month basis?
• How would you have changed the expectations/objectives/aims (or absence of) that were placed on you? ...... And why?
• What, if any, ridiculous examples of policy, rules, instructions, can you highlight?
• What examples of ridiculous waste (material or effort), pointless reports, meetings, bureaucracy, etc., could you point to?
• How could the organization reduce stress levels among employees where stress is an issue?
• How could the organization enabled you to have made better use of your time?
• What things did the organization or management do to make your job more difficult/frustrating/non-productive?
• How can the organization gather and make better use of the views and experience of its people?
• Aside from the reason(s) you are leaving, how strongly were you attracted to committing to a long and developing career with us?
• What can the organization do to retain its best people (and not lose any more like you)?
• Have you anything to say about your treatment from a discrimination or harassment perspective?
• Would you consider working again for us if the situation were right?
• Are you happy to say where you are going (if you have decided)?
• What particularly is it about them that makes you want to join them?
• What, importantly, are they offering that we are not?
• (If appropriate:) Could you be persuaded to renegotiate/stay/discuss the possibility of staying?
• Can we be of any particular help to you in this move/deciding what to do next (we can't promise anything obviously)?
And, to address opportunities for knowledge-transfer prior to departure, possibly in advance of exit interview:
Knowledge transfer questions
Start thinking about using these questions when the employee and the organization knows that the employee will be leaving. Don't leave these questions until the exit interview.
• How might we benefit from your knowledge, experience, introductions to your contacts, etc., prior to your departure?
• Would you be happy to take part in a briefing meeting with managers/replacements/successor/colleagues so that we can benefit from your knowledge and experience, prior to your leaving?
• What can we do to enable you to pass on as much of your knowledge and experience as possible to your replacement/successor prior to your departure?
• How and when would you prefer to pass on your knowledge to your successor?
• I realise that you'll not be happy with the situation surrounding your departure, however we would really appreciate it if you could help us to understand some of the important things you've been working on - how might we agree for this knowledge to be transferred?
• We'd be grateful for you to introduce (name of successor) to your key contacts before you go - are you happy to help with this?
Information Source : www.businessballs.com
Thanks & Regards,
DN
From Singapore, Singapore
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EXIT INTERVIEWS.doc