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Employee Exit Surveys

What are Employee Exit Surveys?

Employee exit surveys are used to collect information from employees who have willingly left their current position in favour of one at a different organisation. These are usually conducted to collect data in order to improve employee retention and satisfaction.

General Exit Survey themes

The following are examples of themes that you can use to conduct an employee exit survey.

  • Job satisfaction  
  • Reasons for departure  
  • Frustrations  
  • The effectiveness of an organization's policies or procedures.  
  • The work environment
  • The company's culture
  • Supervisors and members of the team
  • Packages of compensation and perks

What are some common Exit survey questions?

  1. What motivated you to start looking for a new job? Or, what factors influenced your decision to take the new position?  
  1. Did you believe you were well-equipped to perform your duties?  
  1. What did you dislike the most about your job?
  1. How would you describe our company's culture?  
  1. Do you think the company policies were adequate? If not, do you want to suggest changes to the company policy?
  1. Do you think you were motivated sufficiently and if there could be anything done differently about it?
  1. What extra responsibility would you have welcomed?
  1. What could have been done to keep you working here?  
  1. Is there any problem/ issue, in particular, you would like to mention?


What are the benefits of Employee Exit Surveys?

Employee exit surveys, if conducted properly, can assist an organisation in winning honest inputs. Effective employee surveys will eventually lead to improved employee experiences for the existing staff. This also allows you to understand the reasons for the exit and investigate them further in order to prevent future exits. Let's take a look at some of the most important advantages of doing exit interviews.  

1. Provides information to help you make improvements

Employees have no motive to hide their feelings during leave interviews; their answers are open and honest. This draws attention to concerns that HR or management may be unaware of. This is information that can assist you in preventing future exits.

2. Gives you the opportunity to talk about your company commitments and value proposition

Employee contracts at several companies include conditions and riders. To avoid liability for both parties, it is good to discuss any promises, duties, etc. with departing personnel.

3. Offers insights to be shared with your upper management

Employees may provide information that may assist supervisors in addressing and bridging gaps. This can help keep attrition from specialised teams or functions to a minimum.  

4. Allows you to gather references

Even if your employees quit, they can always return or recommend the company to their friends and family. Exit interviews can be used to get references for future relevant career positions.

Some other benefits of the exit survey are as follows:

  • They could provide HR with information regarding the causes of employee turnover, which could assist to reduce turnover in the future if the information is used effectively.  
  • They may provide information on difficulties in the company that would otherwise go unnoticed. They may, for example, draw attention to issues with certain supervisors.  
  • They could have some suggestions for additional workplace training that would be beneficial.  
  • When an employee is about to leave, he or she may be in a position to discuss issues that they were previously scared to bring up. He or she is no longer afraid of retaliation, thus this could be an opportunity to obtain more information than an employee would ordinarily supply. Note: This may reveal severe issues, such as reports of workplace harassment or discrimination, which will need to be investigated.  
  • Exit surveys can serve as a one-stop shop for a variety of purposes other than gathering feedback. It may be the employee's responsibility to return employer-owned equipment. It's possible that the employer will deliver final documentation (including the final pay check, if necessary) and information concerning benefit continuance at this time.
  • The employer may be able to obtain information about the employee's new position, as well as the new advantages that enticed them to quit. It could include new information about what other companies have to offer.
  • It offers a chance to ask employees any last-minute questions about the job handover, which will help the transition go more smoothly.
  • An exit interview may be an opportunity to have an open discussion about what could be done differently to entice the employee to stay or consider returning at a later date. Even if it merely serves as a method for the employee to say his or her goodbyes, providing that option could help to put a positive gloss on the person's final days at the company.