Exit interviews are important, but we get asked all the time, “What to ask in an exit interview?” Whilst they may not be very comfortable scenarios, they help your business out with real feedback from a departing employee. Recruitment is expensive, therefore by gaining the best feedback, you can use to create changes in your organisation. Here are the best questions and what to ask in an exit interview:
What prompted you to look for another job?
Get to the root of why your employee is leaving in the first instance. They may have already told you, but maybe there is more to it. Does it have anything to do with your company, the other employees or management, or simply the position they were in?
What made you decide overall to accept your new job?
What does the other organisation have that has enticed your employee away? It could be as simple as salary, benefits, or distance from home. Although there could be deeper, more emotional motivation, such as better company culture or opportunities for advancement.
What did you like most about your job?
Ask them about the positives. Find out what your company is doing right for your employees? Find out if your employee was happy or not on the job.
What did you dislike about your job?
It may just be the job itself. However, it’s still important to know what’s wrong with the position. It may also how to look for the right new replacement or make changes to the role.
Were you satisfied with the way you were managed?
Management is often a big factor in an employee’s happiness with their role or place in the company. You may be the manager yourself, but still ask this question and be aware of what you could do differently with your next subordinate.
How would you describe our company culture?
A very important question that often gets overlooked. Even if the position itself isn’t ideal, many employees will stay because the company culture is excellent. Ask your departing employee if they felt like they were a part of a team and if they felt welcome in their workplace. Find out what you can do to improve if your employee is disappointed with your company culture.
What could have been done differently for you to remain employed here? Do you have specific examples?
Specific examples are key in exit interviews and reveal much about what triggered your employee to leave. They may shy away from the question, however, do ask for at least one or two instances that stick in their mind.
If you were to return to the company in the future, what would need to change?
This is a question that can be posed hypothetically, because your employee may very well have no intention of ever returning. But don’t close doors or burn bridges. If you valued your employee, and if you value your current employees, you owe it to them and yourself to know what to change to ensure retention.
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If you are still unsure and would like some further advice on what to ask in an exit interview, please call or email us and we’ll call you right back.
Metis HR is a professional HR Consultancy based in the North West of England supporting clients across the country. We specialise in providing outsourced HR services to small and medium-sized businesses. Call us now on 01706 565332 to discuss how we may help you.
