Exit Interview: What Do You Ask And How To Evaluate The Answers

It’s always upsetting when a valued employee decides to leave.  You have put time and effort into developing them, so you want them to stay with you as long as they possibly can however believing an employee will stay with you forever is asking a little too much.  Tenure in employees is decreasing however there are always things to be learnt when an employee leave’s.

Exit interviews don’t have to be uncomfortable – take the time to prepare and be open minded about what your employee has to say so you can learn for the future.

1.      What made you start looking for another role?

Were they unhappy? Or did they not look at all? – were they approached by a recruiter? You don’t know until you ask.  By knowing the in’s and out’s as to why someone is leaving you may prevent it from happening in the future with your other employees.  Analysing the companies which your employees are leaving you for will help you establish whether you need to make improvements to employee satisfaction.

 

2.      Would you consider working for us again?

They might say no, but they might say yes.  Knowing where you stand with an employee will help you make future decisions and whether it’s ever a good idea to rehire people.  If they really are a superstar and they’re open to working with you in the future then you’ll know whether you an approach them with future opportunities.

 

3.      Is there anything that could have changed within your role?

Not only will this help you establish whether the person was unhappy or not but you can make improvements ready for any new starters. This also gives you insights in how roles throughout the company can change over time and whether you need to review other peoples roles and responsibilities.  

 

4.      Do you feel like you worked within your job description?

Although learning and progression is critical in any role people feel uncomfortable when they are working outside their job role and not being rewarded for it.  People take positions based on what is advertised when they apply for the position – if someone ended up doing a completely different role which they didn’t sign up for this might be a reason as to why they are leaving. Finding out whether the job description is accurate will help you when finding a replacement.

 

5.      Did you have all the resources you needed to succeed in the role?

Looking after your employees involves more that just paying them and providing them with a laptop.  Resources to a do a job can include anything including pens and paper to the right software. Finding out what can be improved helps you out in the future.

 

6.      What was the best part in working for us?

It’s always good to know your strengths and what people really think.  Exit interviews can be positive too! Finding out what is good about your company can be used to market your company in the future to new prospective team members.

              

7.      Is there anything else you would like to add?

Questions are great, but they don’t really give people free reign on what they want or need to say.  There is no wrong or right in an exit interview but giving the person some time to add anything else to the conversations shows you care about what they have to say and are giving them the opportunity to.

By finding out why people are leaving and the aspects that made them take the leap you can review other employees in your company and work on tenure throughout the company.  don’t burn bridges when someone leaves the company as every person in your network can add value at some point throughout your career.

What advice do you have for us about how we can improve the company, duties, responsibilities or facilities

Ask them to open up and tell you how they suggest the company, division or role could be improved