Exit Interview Questions & Answers

  1. Question 1. Why Are You Leaving?

    Answer :

    Probably an obvious first question, but it’s an important one. “This gives the employee a zero-pressure opportunity to tell you if your compensation structure stinks, or if they just got everything they could from your organization and now want to grow their career elsewhere,” says Dominique Rodgers, director of human resources for Recapital Media.

  2. Question 2. What Could We Have Done Better?

    Answer :

    With this question, you’re looking for information on how to make your organization a better place to work. The responses will help you keep current employees happy and engaged.

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  4. Question 3. What Does Your New Company/position Offer That Made You Decide To Leave?

    Answer :

    The answer to this question can be telling — not only in terms of who you’re competing with for talent, but also in terms of areas where your organization may be lacking in terms of benefits, flexibility, culture or professional development opportunities.

  5. Question 4. Were You Comfortable Talking To Your Manager About Work Problems?

    Answer :

    This question is helpful in evaluating a manager’s ability to interact effectively with his or her direct reports. The response can inform not only the process for replacing the exiting employee, but the professional development of his or her former manager, as well.

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  7. Question 5. What Three Things Could Your Manager/the Company Do To Improve?

    Answer :

    Among the most common reasons employees leave jobs is feeling as though they’re not a good match with their manager or the company. Even if this isn’t the reason an employee is leaving, there’s always room for improvement.

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  9. Question 6. Did You Feel You Were Kept Up To Date On New Developments And Company Policies?

    Answer :

    Transparency is important for any good organization. Before they’re out the door, use this opportunity to find out whether your exiting employees felt like they were a valued part of the company, and how much transparency they felt there was from the management team. If one employee felt as though they were on the outside looking in, chances are there are more who feel the same way; knowing this can help you address the issue before it becomes a bigger problem.

  10. Question 7. Were You Given The Tools To Succeed At Your Job?

    Answer :

    If employees aren’t set up for success, then they’re not going to stay engaged — or with the company — for very long. Finding out what you’re doing right or wrong in terms of supporting your employees in their roles will help you identify areas for improvement moving forward.

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  12. Question 8. What Was Your Best Or Worst Day On The Job?

    Answer :

    The answer to this question can provide useful insight into employee engagement – what your staff likes, what makes them feel successful or where you’re missing the mark.

  13. Question 9. What Did You Like Most About Your Job? And What Would You Change About It?

    Answer :

    If the job/position itself was the problem for your departing employee, then finding out their likes, dislikes and what they’d change about the role will help you avoid running into the same problem with his or her replacement.

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  15. Question 10. If You Had A Friend Looking For A Job, Would You Recommend Us? Why Or Why Not?

    Answer :

    “Bad word of mouth about an employer is hard to overcome,” says Rodgers. So if your employees are leaving with a sour taste in their mouths, it’s good to find out what you’re doing wrong so you can fix it.

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  17. Question 11. Are There Any Other Unresolved Issues Or Additional Comments?

    Answer :

    End with an open question. It’s kind of like opening Pandora’s box, but it’s better to hear it all at the exit interview rather than afterwards from office gossip – or worse, on a website reviewing employers, says Cara Panebianco, a former employment litigator and current HR specialist at TriNet.

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  19. Question 12. How Did You Reach The Idea Of Resigning From This Job?

    Answer :

    I have been in the company for more than 6 years but to be honest, I wanted to stay here for only 3 years. I think now is the time for me to venture into private practice.

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  21. Question 13. It Seems You Are Very Eager To Return To Your Passion. Are You Sure, You Won’t Miss The Times You Enjoyed A Bit?

    Answer :

    Since coming here, I have made great friends in co-workers and clients alike. If anything, I have learnt a lot from these people. My typical working day is what I probably won’t look back at with nostalgia. I wish I had additional responsibilities, to help grow my profession.

  22. Question 14. Did You Have Any Goals When You Joined The Company?

    Answer :

    I wanted to offer my immense analytic experience for the benefit of the team. During the first 3 months, I put all I had into the work until I was taken to the procurement department. Technically, that is when my exit process started.

  23. Question 15. Would You Come To Work For This Company Again?

    Answer :

    I would be very careful with such a decision. I understand you are putting up a new department to cater for the increasing demand for analysis. I am more of a research person, and I think I would fit there. However, I don’t think there is a chance for me coming back.

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  25. Question 16. What Did You Hate The Most While Working With Us?

    Answer :

    The job environment is supposed to be professional for any meaningful results, at least according to my understanding. Here, everybody does what he or she wants, and there is no decorum whatsoever.

  26. Question 17. Do You Think Management Gave You Enough Opportunities To Air Your Views?

    Answer :

    No, it didn’t.  In this company, going to the management is purely a waste of time. Though, there are some members of the board who seem to take things a bit seriously.

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  28. Question 18. Any Part Of Your Job That You Enjoyed?

    Answer :

    I liked it when I was provided the opportunity to deal with clients and come up with the final solution. The problem is such chances were rare.

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  30. Question 19. If You Were To Change Anything Here, What Would It Be?

    Answer :

    First of all, I think, people are seriously underpaid here. How on earth can a person work for a mere 3 dollars a day? In addition, some of the people here don’t have much to do. These are issues that need to be addressed.

  31. Question 20. Now That You Will Be Having More Free Time, How Are You Planning To Use It?

    Answer :

    As I am an avid researcher, I see myself getting some more knowledge on world economics. I also think that I have been a bit inactive, so I might resume sports club activities

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  33. Question 21. What Do Think Has Improved In This Company Since You Came?

    Answer :

    My take is that clients are freer when they present their cases to the front office. The after sales approach we introduced seems to bear fruits.

  34. Question 22. Why Did You Begin Looking For A New Job?

    Answer :

    Asking this question opens up the opportunity for a variety of answers. You may see that an employee simply needed a job closer to home, or it may point to a specific instance or situation that sparked the search.

  35. Question 23. What Ultimately Led You To Accept The New Position?

    Answer :

    This question will allow you to contrast your company’s position with a different organization’s. The key to this answer is actually in what you don’t see. For instance, if an employee indicates that they are leaving for higher pay, this could mean that your compensation package isn’t competitive enough.

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  37. Question 24. Did You Feel That You Were Equipped To Do Your Job Well?

    Answer :

    If you want a direct way to better retain the employee who fills this position next, ask this question. Be prepared for tales of technology woes, inadequate training and more, but also be prepared to gain valuable knowledge of what you can do better next time.

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  39. Question 25. How Would You Describe The Culture Of Our Company?

    Answer :

    This question is not probing for specific examples, but instead will help you identify trends. As you keep track of employee exit interview, watch for trends throughout to help your identify real concerns. Identifying trends can also help you separate legitimate concerns from personal opinion of employees who are emotional or feel negatively about the company.

  40. Question 26. Can You Provide More Information, Such As Specific Examples?

    Answer :

    Your natural reaction may be to shy away from asking for specific examples, but this follow-up question, which is beneficial throughout your survey, may reveal personnel problems or other things that are easily fixed, preventing the loss of another employee.

  41. Question 27. What Could Have Been Done For You To Remain Employed Here?

    Answer :

    There is no question more direct than this one. Often, a frank question will give employees an opportunity to open up where they were afraid to before. Obviously this question isn’t aimed at fulfilling their request in order to keep them employed there, but it will help in the future.

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  43. Question 28. Did You Share Your Concerns With Anyone At The Company Prior To Leaving?

    Answer :

    This common question points back to your employee culture and whether your employee felt comfortable to share concerns with superiors or coworkers. The key here is to understand if your promote an environment where employees feel safe and comfortable to voice their opinions.

  44. Question 29. If You Could Change Anything About Your Job Or The Company, What Would You Change?

    Answer :

    Though you’ll likely gain a lot of insight throughout the exit interview, this question will help the employee to focus in on the biggest or most important reason they’re leaving your company. This is also a non-confrontational way to encourage them to reveal the real reason they’re leaving, as it isn’t asking what they didn’t like, but what they would change. It shifts their answer from a complaint to a suggestion, which many people feel more comfortable providing. Often, just the way we ask a question can make all the difference.