15 Best Employee Exit Interview Questions 2024
Employee exit interviews are an excellent way for the company to gain insight into why one of their employees is leaving. On the employee’s side, it’s a chance to make a positive impact and maybe open the doors for re-hiring. This is why the departing employee needs to understand the most common exit interview questions (and how to answer them).
The exit interview isn’t technical. No matter your background, the HR professional will lead the interview, which means exit interview questions are lighthearted – but that doesn’t mean you can answer them lightly.
In this article, we’ll get into a list of some of the best exit interview questions you might face during the exit interview.
Let’s jump right in
Best Exit Interview Questions 2024 [And Tips to Answer Them]
These questions are all intended to inform HR about what they need to do to decrease employee turnover. Make sure you answer them according to how it’s mentioned in the list.
1. Why Are You Considering a Change?
Alternative Question: Why do you want to leave this company after 2/5/10 years?
This is perhaps the most asked exit interview question. It’s also very direct and up-front about wanting to know the reason the former employee made the decision so the organization can gain actionable insights to implement in the future.
Answer and explain what you have experienced. Avoid accusing anyone and give a diplomatic yet straightforward answer and constructive feedback.
For example, you can tell the interviewer that you’re leaving for a new job because of office politics and their impact on your performance and career outlook. You can also mention your views on whether the company you’re joining offers flexible employee benefits.
2. How Would You Rate Your Relationship With Your Direct Boss or Upper Management?
Alternative Question: How was your experience with your manager?
When this question is asked, the company is trying to gain valuable information to conduct a performance review of the management with regard to you.
Here, you should become impartial and state the facts as you experienced them.
For example, you can tell the interviewer that the manager is very knowledgeable, but you don’t like their general management style and how they’re always micromanaging. Or you can say that they didn’t provide a clear job description at the start due to the manager’s tough schedule, but you learned about it later from them and current employees.
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3. What Was Your Favorite Part of Working at Our Company?
Alternative Question: What did you like most about working here?
Another important question is where HR professionals are trying to find out what employees like about the company in order to increase employee retention and improve employee morale.
Since this is your last day at work, you may remember the bad, not the good. Don’t target anyone because you never know what the future holds, and you might have to return.
For example, say that you liked the weekly meetings and the general work environment or that you could approach the manager any time without booking an appointment.
4. What Is the Proudest Moment You Experienced While at Our Company?
Alternative Question: Have you made any achievements working at this company?
This is a straightforward exit interview question – a norm more than serving a purpose.
This question aims to give your HR some leverage by highlighting the organization’s positive aspects. This might be used to attract you or future employees.
For example, you can say that your proudest moment was when you helped a team member with a complicated task.
5. Was There Anything Lacking in the Training We Provided You?
Alternative Question: How was our employee training program at the start of your joining?
This is more of an honest feedback question that human resources will ask you to gauge how attractive their investment in a training program is for employees. Moreover, you can also find this question in the exit interview survey.
Be honest here since there is no wrong answer and it is normal that employees leave. Remember to back your answer up, whether a yes or a no. Furthermore, give reasoning so that it doesn’t seem like you are trying to get the interview over with.
For example, you can say that you liked the employee feedback managers asked for at the end of each session or the development opportunities the training provided.
6. What Can We Do to Change Your Mind?
Alternative Question: How can we make you stay here?
This question is either the first or the last question of your interview and can determine whether it was an effective exit interview.
This open-ended question is asked to exiting employees, and how you answer will serve either as feedback or as an opportunity.
Furthermore, know that this is where you have to be candid during the off-boarding process. Answer as candidly as you can.
For example, start by saying that you had a great time working there but need to move on to a more lucrative or advanced new position. Plus, if it’s about the salary, just say so.
7. What Would You Say Was the Worst Part of Working at Our Company?
Alternative Question: How would you describe your worst experience working with our company?
The longer you’ve been at a company, the more ‘bad parts’ you can identify.
You don’t need to create a long list of negative employee experiences. And if you suggest that there was no worst part, you’re lying again. Try to paint a truthful picture of the issue, but don’t badmouth anyone.
For example, tell them you didn’t enjoy the communication process at first but got used to it. Formulate it like feedback.
8. Did You Find Achieving Your Goals and Objectives Easy?
Alternative Question: Was it easier for you to target your goals and objectives?
Again, the goal of this exit interview question is to determine if you’re leaving because of your leader. If you received clear goals and objectives but weren’t able to reach them and your manager didn’t adjust them, call it out, but in a diplomatic manner.
For example, tell them that your manager was quite helpful in helping you achieve the goals and objectives set forth, but the process of accomplishing said goals meant having to sacrifice the work-life balance.
9. What Are Your Thoughts About the Company Culture?
Alternative Question: What do you think of our company culture?
This question is targeted at exiting employees to get their feedback on floor conditions and how the company generally deals with employee morale.
Here, you should highlight the good as much as possible. If the negative aspect is too strong, it is best to try and sugarcoat it – even more so if there are chances you’ll have to return to the organization. DO NOT burn all bridges.
Only mention the bad if it’s something that can’t be ignored.
10. Is There Anything That We Are Doing but Shouldn’t Do?
Alternative Question: Where do we lack? OR What areas do you think need improvement? OR is there any policy that would be better if we cross it out?
The answer here can vary. When this question is asked, you can answer based on personal preference, but remember to highlight that this is your personal experience. Answer for yourself and yourself only.
The goal is to make the company a better place to work at. But again, don’t go naming names.
For example, don’t say your manager has a strict off-work policy requiring changing. Just mention the issue on a broader level. You can point out that the company should consider giving employees more leeway when taking their PTOs.
11. Did You Feel You Were Well-Compensated and Recognized for Your Efforts at Our Company?
Alternative Question: Did you feel confident working here?
Almost 52% of employees in the US leave their jobs because they want a higher-paying job.
You must recognize employees for the work they do. If you think the company does an excellent job at employee engagement, a one-word answer should be enough – just say yes. If not, answer diplomatically.
For example, say no and continue explaining how they can improve it and where it lacks. Talk about yourself. If you aren’t satisfied with your compensation, now is the time to talk about it
12. What Would You Suggest to Us if We Were to Improve?
Alternative Question: Where do you want us to improve?
Here, you can say anything you like (except telling them there’s no way they can get better).
Take any negative aspect of the company, from the onboarding experience and culture to the overall work environment or benefits policies. This is where you can present a list of everything that the company does wrong, albeit with constructive advice about how they can improve. You can also describe your experience with the duties assigned to you compared to those mentioned in the job description.
If there is something that they can do to convince you to stay, talk about that as well.
13. What Prompted You to Look for a Different Job in the First Place?
Alternative Question: Why exactly did you start looking for other job?
This standard exit interview question tells companies what’s lacking in their position management skills.
Remember, this is one of the few questions that will reflect on you just as it would on the company. Looking for better opportunities is natural, so you aren’t doing anything wrong here. But again, try not to burn bridges during this or any follow-up questions.
For example, if a particular event happened, mention it without going into your account of the matter. However, if it’s an individual event and you don’t want to share, you can say there are personal reasons. HRs don’t prod beyond that statement.
14. Do You Have Any Observations to Share About Your Onboarding Process?
Alternative Question: Is there anything you want to share regarding the onboarding process?
This is where employers try to find out how well they’re accommodating their new employees at the workplace.
Whatever you say will be taken as feedback, so be straightforward and detailed in your answer. If they made you fill out excessive forms, mention that. If you loved the interactive and group training sessions, say that.
Even if it’s something as small as being impressed by the office building and facilities, it will go a long way towards helping you build rapport with the employer.
15. Who, in Your Opinion, Is the Best Person in the Office?
Alternative Question: Who do you like the most in office?
Whoever you name here, you’ll be helping them build a lasting relationship with the organization.
You don’t have to name a senior or an executive – not even your manager. Just name the person who positively impacted your performance and your disposition as an employee.
For example, you can mention a coworker who encouraged you to take creative and calculated risks and develop out-of-the-box ideas. Or someone who listened to your ideas and created preliminary plans to test their effectiveness.
Conclusion
Above, we have provided a list of sample exit interview questions you can use when conducting exit interviews with your current and future employees. You can also expect these questions in your exit survey for departing employees.
Remember that feedback is always welcome during the exit interview process when considering what to say and what not to say.
To make a lasting impression and to leave a good image of yourself, ask HR if there is anything they’d like to share with you – some feedback. You are free to ask your questions during the exit interview.
FAQs
Here are the most frequently asked questions about the employee exit interview questions topic:
What are exit interview questions, and why are they important?
Exit interview questions are structured inquiries from former employees when they leave an organization. These questions aim to gather honest feedback about the workplace environment and the employees’ experiences within the company. Understanding the reasons behind employee turnover is crucial for organizations, as it helps identify areas for improvement. An effective exit interview template can guide the discussion, ensuring that key topics are addressed, such as job satisfaction, workplace culture, and the reasons for leaving. Companies can make informed decisions to enhance retention and improve employee engagement by analyzing exit interview data.
How can organizations benefit from conducting exit interviews?
Organizations can gain significant insights from exit interviews. By asking thoughtful exit interview questions, employers can uncover patterns related to employee dissatisfaction, which may indicate broader issues within the workplace environment. This process not only provides valuable information about why former employees choose to leave but also fosters a culture of openness where current employees feel their feedback is valued. The data collected from exit interviews can be instrumental in shaping future policies and practices, ultimately leading to a more positive and productive workplace.
What types of questions should be included in an exit interview template?
An effective exit interview template should include a variety of questions that address different aspects of the employee’s experience. Key areas might include job satisfaction, relationships with management and colleagues, opportunities for professional growth, and the overall workplace environment. Specific exit interview questions could focus on what the employee enjoyed most about their role, what challenges they faced, and suggestions for improvement. By including both open-ended and closed-ended questions, organizations can gather both qualitative and quantitative exit interview data that can be analyzed for actionable insights.
How should companies use the data collected from exit interviews?
Companies should approach the exit interview data with a strategic mindset, analyzing the feedback for recurring themes and issues. By examining the responses to exit interview questions, organizations can identify areas that require attention and implement changes that address the root causes of employee turnover. Sharing insights gained from exit interviews with leadership and relevant departments can help create a more supportive workplace environment. Furthermore, regularly reviewing and updating the exit interview template ensures that it remains relevant and effective in capturing the evolving experiences of former employees.
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