Exit Interview Questions

Introduction

Taking the time to speak with a departing employee might be advantageous for your organization. Perform exit interviews with:

• Determining how employees view the company's culture and if they feel valued and respected by their peers and superiors.
• Determine measures to enhance performance evaluations and staff interactions.
• Determine the training and development opportunities desired by employees.
• Collect data as a standard for compensation packages.
• Determine what would encourage staff to remain with your organization.
• Improve your employer brand by demonstrating interest in the thoughts of current and former employees.
• Determine issues that departing employees did not feel comfortable discussing (e.g., micro-management, victimization, retaliation, lack of direction.)

Examples of exit interview questions

• Please share your general impressions of the workplace. Please explain to us why you are leaving, if possible.
• What was your favorite aspect of working here?
• If you had the ability to alter three things, what would they be?
• How do you feel that your supervisor and coworkers treated you?
• How do you feel your work was acknowledged and appreciated?
• Do you feel that you received appropriate training and support?
• Exist any things you wish you had known sooner?
• Do you believe your employment is connected with your own objectives?
• How can we make this company a more desirable place to work?
• What tools, resources, or training might have improved your performance?
• Would you recommend our company to friends who are seeking employment? What is the rationale, or why not?

How to conduct effective departure interviews

• Assign an HR representative to conduct exit interviews. If, for example, they felt underappreciated, former employees may feel awkward discussing why they resigned with their former manager.
• Before conducting exit interviews, be well-prepared. Consider what kind of feedback would be beneficial and plan your questions accordingly. However, avoid making your talk sound scripted.
• Be willing to act upon feedback received. Conducting a pointless departure interview is a waste of time for both you and the departing employee. Utilize the collected comments constructively to enhance your company's practices and increase staff retention.
• Always conclude with a positive tone. Attempting to prevent employees from quitting or condemning them for their short notice can leave a terrible taste in their mouths. Instead, express gratitude for their efforts and well wishes for their future goals.

How to address obstacles during exit interviews

• Not infrequently, it is difficult to get employees to open up during exit interviews or to agree to be interviewed at all. Here are some common employee exit interview obstacles, along with strategies for overcoming them:
• Workers who withhold information. Former employees may still wish to retain positive ties with their former superiors and coworkers. Therefore, people may be reluctant to express their dissatisfaction with the collaboration. Try to ask questions with a dash of positivism, such as "What do you believe would have made your daily work life better?" or "How would you advise improving our workplace?"
• Employees that refuse to take part in exit interviews. Your soon-to-be-former employees may consider departure interviews as a waste of time if they are nothing more than a formality for your organization. Do not wait for staff to leave before soliciting their feedback. Create a culture of open communication through regular meetings and informal conversations. In this way, departing staff will be willing to provide you with feedback.
• Employees who display excessive emotion. Frequently, the choice to stop is accompanied by either sadness or anger. Therefore, an employee's final days on the job may not be the greatest time to provide objective criticism. If employees are uncomfortable participating in a face-to-face exit interview, give alternatives such as a telephone exit interview or an online questionnaire. These methods may be less intimate, yet they nevertheless provide valuable information.
• Employees who are concerned with their privacy. Employees will not discuss the reasons for their resignation unless you tell them that the interview will remain confidential. Explain that the purpose of exit interviews is to improve your organization as an employer, not to assign blame. Maintain a casual, cordial tone throughout the conversation to put employees at ease. If they are still hesitant, the exit interview should be voluntary and not required.

Conclusion

These Exit Interview questions combine a summary of the qualities to look for in applicants with a representative sample of appropriate interview questions.

You can prepare your responses in advance and be prepared to discuss your experience with the interviewer by practicing how you will respond to these Exit interview questions.