14 must-ask Exit Interview questions:
Make your exit interviews insightful with these 14 must ask, interactive questions.
- What prompted the search for another job?
The answer would vary from person to person. That being said, after a considerable time, a pattern would emerge in the answers that will tell you what exactly is causing this attrition and act on it. For instance, if people are leaving the job because of lack of career growth, you can train your managers to understand their team’s career aspirations, and thereby retain your star employees.
- If they are moving to another company, what prompted them to accept the new position?
This will give you some clarity on the industry standards. How competitive is your compensation, what perks are offered in the industry, how attractive is the company culture? You will get answers to all of that and much more, and make changes in your organization accordingly.
- Did you have all the tools necessary for your success at the job?
By asking this question, you know how each employee feels about their job and if the company is doing enough to keep the employees happy and successful at the job, and make changes if necessary.
- Did you receive the necessary support and training from your manager to succeed at your job?
Did the manager conduct regular 1-1 meetings? Was the performance review done well? Did the manager guide you well to achieve your goals? This question will tell you about the efficiency of your management team.
- What was the most favorite and least favorite part of your job at the company?
Understand what is working well with your employees, and what isn’t. This will help you enhance those that strike a chord with your employees and correct those that are causing discomfort.
- Did your job responsibilities change from the time you started and now?
When the needs of the company are flickering, employees need to hustle and have to do a lot more than what was initially mentioned in their job description. In such a situation, you can identify what are the current requirements in that job and update your job description.
- Did you have clarity on your goals and objectives?
It is necessary for employees to know how their work is contributing to the larger goal. Else they will feel unimportant and would leave the company. Hence it is necessary to know if they have regular meetings with managers and set their objectives.
- How was it working with your manager and team mates?
Did the employee feel comfortable with the manager? Did the manager do everything to assimilate them into the team? Was the team diverse and inclusive for the employee. You will be able to identify answers to these questions.
- Did you receive due rewards and recognition for your job?
Appreciation is a key factor to employee happiness, without which employees feel unimportant and leave the company. Hence it is important to know if the employee got their due credit and appraisals.
- Do you have any suggestions on how we can improve?
Employees have varied experiences that they have gathered over the years from other companies they have worked in. They will be able to offer suggestions on better ways of working. This will also bring to light issues that were in the dark and were burning a hole in your company’s pocket.
- How do you find our company culture, any suggestions?
Company culture plays a vital role in retaining or losing employees. It is often restricted to foosball tables, flexible timing, or after-hour parties. It is also about encouraging employees to speak up, discuss, differ, being respectful and so on. Learn what the employee thinks about your company culture and make necessary changes.
- Is there anything that can change your mind about leaving?
What change can the company bring about to make an employee stay? This will give you clarity on why exactly the employee is leaving. For instance, if the employee wishes to stay closer to their hometown, it opens a way to consider remote working.
- Would you recommend this company to your friends and colleagues?
It will tell you how the employee would talk about the company in the public. True, they might have faced minor discomforts, but how do they view your company in the larger picture.It will tell you how your company has succeeded.
- Were you able to share your concerns with the management before deciding to leave the company?
The ability to speak up concerns to the management is a testimony of the company culture. It is important that employees trust the management to hear out the problems and offer solutions. If that was not done, it becomes a cause of concern and should be addressed.