Read These Sample Exit Interview Questions and Answers to Prepare for The Upcoming Exit Interview. We have Also Included Questions Employees Can Ask The Employer:
Be it big or small, every company loses employees now and then. Turnover could be hard to deal with but before the employees leave, the employers must do one last thing i.e the Exit Interview.
Both the employers as well as the employees dread this final sit-down alike. For employers, it is an opportunity to gather valuable feedback that can be used to improve themselves as they walk into the future. For employees, it is a chance to hash out what they loved about the job and what made them dissatisfied enough to leave it.
However, both of them should know what to ask. Asking the right questions is the key insight for both the employers as well as employees. Here we have gathered a set of questions that will help you with your side of feedback.
What You Will Learn:
Most Commonly Asked Exit Interview Questions
Let’s take a look at the most frequently asked Exit Interview questions.
Sample Exit Interview Questions – Employee To Employer
Usually, it is the employer who asks questions in the exit interview of an employee. However, there are certain questions that an employee must ask as well. These questions will help you understand your chances with the company in the future. Here are a few questions that an employee must ask in the Exit Interview with their employer.
Q #1) Will the feedback I am providing remain anonymous?
Answer: While working with the company, you might face some issues that you might want to get off your chest in the exit interview. You don’t want to talk about your awful co-worker or boss just to know that it has reached them. Also, before saying anything you must consider if it is worth the risk, in case your paths cross in the future sometime.
You might feel morally obliged to inform HR about the problems that you faced due to certain co-workers or bosses so that the others don’t go through the same trauma. In such cases, you must first make sure that whatever beans you are going to spill will stay anonymous.
Q #2) What are the qualities that the company admires in me?
Answer: There are various options to phrase this question. You have to get their feedback on your strengths and talent.
Have you made a difference to the company, if yes, how? Did you handle certain things like a rockstar? Did you perform well even in the areas that were out of the ones you considered? The answers to these questions can help you in the next job and can bolster your performance in your next job or position a great deal.
Q #3) Can I come back to work here if I ever want to?
Answer: You might be leaving this company for good reason, however, it is not uncommon for the employees to boomerang back to the same company. You might have changed because you had to relocate and you might come back to the same city and want to work for the same company.
Sometimes, it happens that you leave for a better salary but you find working there harder. In such cases, you might want to come back to work for this company again. So, you must first make sure whether you can come back to work or not.
Q #4) What are the areas where I need to work harder?
Answer: Perfection is a myth. Even the employee who is begged to stay will still have certain areas where they could improve themselves. Exit interviews are the best time to know your weak points and shortcomings. This feedback will help you in becoming a better employee in the next company where you will be joining.
Take the answer sportively and handle criticism like an adult. It might hurt to know that despite your efforts and contributions, you are being criticized, but you asked the question. Take the answers, work on it and turn your weaknesses into your strengths.
Q #5) Can I use your reference in the future?
Answer: Usually, employees leaving the company don’t ask this question as the answer is mostly yes. However, certain companies frown when it comes to providing references to their ex-employees.
It is because often the companies think what if the person for whom they are providing the glowing reference turns out to be a fraud, a criminal of some kind or anything negative. It will come back to haunt them.
The job of the HR department of the company is to look out for the business and not the people. So, if you want to have a future reference from them, make sure they won’t mind and will stand by you.
Q #6) How much will I get in the final settlement and when?
Answer: When you are leaving the company, the final paycheque often doesn’t come on the regular payment cycle. There are a lot of calculations that the company carries out to reach the final amount due to you.
It is always better to understand the calculations and know what to expect than to leave everything at your imagination. This will help you in planning what you want to do with that money and how to carry out your expenses until then. Also, ask them whether the final total will be deposited to your account or will a cheque be issued.
Q #7) Is there any non-compete clause that I need to follow?
Answer: Usually, the details will be given in the agreement that you have signed or the handbook given to you at the time of joining the company. However, the roles and responsibilities in the departments of a company may vary.
Hence, it is always wise to clarify everything. You might be asked not to stay in touch with the clients and vendors for a year or two. This usually happens when you might be looking to poach them from the current company.
It is more like a courtesy and it is up to you on how you want to handle this. If there is nothing in writing about this, then you will not be legally bound to follow it. Of course, if they approach you without any prompting, then that’s another story altogether.
Q #8) Tell me about the health benefits and severance package.
Answer: If the company is laying you off, then it might have set a severance package for you. Usually, for every year of work, the companies offer two weeks of pay, up to the limit of their choice. Some companies offer a fixed set of figures regardless of the years of work you have done.
In countries like the US, health benefits are tied to the job. Hence, it is pertinent that you ask the company if they will continue your health insurance and till when. Losing coverage can be costly. Also, ask them about COBRA. If the company is not ready to continue the coverage, then ask them to offer you more money in the severance package for covering the cost.
These are some of the important questions that an employee must ask in the Exit interview. The answers to these questions can help you a lot in the future for your upcoming job.
Must-Ask Exit Interview Questions – Employer To Employee
Employees leaving your company can give you upfront and honest feedback as they are no longer scared to lose their job with you. The questions you ask can lay a strong foundation for the better future of your company. The trick is to know what to ask.
Here are some questions that will help you in understanding what triggered your employees to leave and what you can do to incite the employee’s loyalty towards your company.
Reasons For Leaving The Job
These questions will tell you what made the employee leave your workplace and accept the new job.
Q #9) What made you to look for another job?
Answer: This is one of the basic questions and the answer to this one might be evident to you before you conduct the exit interview. However, it is still a good idea to be sure of the reason and what you could have done about it.
Was there a better opportunity for your employee or was he/she offered a higher pay? Was he/she leaving for personal reasons or they are looking for a change in their career entirely? This question will also give you some context to successfully move through the rest of the interview.
Q #10) What is that one factor that made you accept this new job?
Answer: This question might sound similar to the previous one, and in a way it is. However, it will help you recognize that one area where you need to put a little extra effort into retaining your employees.
Sometimes the employees take up another opportunity because of the advancement that they thought wasn’t possible in your company. This indicates that you need to focus on the internal paths for growth and development by making it explicitly clear.
They may find salary and other components too attractive to let go. This means that you need to work on the component structure of your company. When you are asking these questions, you will often get the answers that you might not like.
In such cases, don’t get defensive or argumentative. While asking such questions, you must be willing to get an honest answer.
Job Satisfaction Questions
These questions will let you know how satisfied or dissatisfied the employee was in his/her job here. It will also give you an idea of what practices you must maintain and what you need to change about these profiles.
Q #11) What you didn’t like about your job here?
Answer: This isn’t a fun question to ask but it can offer valuable feedback for the job profiles and working environment in your company. Was that employee feeling that he/she was spending too much time in bureaucratic headaches or administrative work? Was he/she confused by too many managers or leaders giving orders?
The answer to this question will tell you if you need to make any adjustments to that certain position before you refill it. This indeed will help you to prevent turnover from that particular position in the coming days.
Q #12) What you loved about your job here?
Answer: Often exit interviews feel like a ruthless process of feedback-gathering. But a little good news or positive feedback will boost your morale and there is no harm in that. The answer to this question will let you know what is it that you are doing right. So, next time, while creating a job description about that position, and you can highlight that particular aspect.
Q #13) Were you adequately equipped with everything that you required to do your job well?
Answer: The employees must feel encouraged, supported, and educated in their position to be able to do their job well. This question in the exit interview will help you in finding out how your company is doing in that field.
Has your employee felt like he wasn’t thoroughly trained for the job before being thrown in the work? Did your company provide them with outdated technology that frustrates them? Were the supervisors uncommunicative?
The answers to these questions will tell you what is driving your employees away. You will have to make the changes for making the work environment better and help your employees to perform well.
Q #14) Did the job matched up to your skills and qualifications?
Answer: This question will tell you if the employee felt that his/her position was according to their competencies and experience. Or have they felt that certain skills and areas of expertise were ignored or underutilized in the company?
It will also help you to find out if the job matched the personal interest and goals of the employee. You will also get to know your employees a little better and if you can adjust their career path accordingly in the future.
Work Reward Questions
These questions will help you to understand if the salary and compensation you are offering, the perks, incentives, etc., are up to the mark or not. If your employees feel appreciated and recognized or not.
Q #15) Were you satisfied with the Perks, Benefits, and Incentives offered to you?
Answer: Sometimes, even when you are paying as per the industry standards, the incentives and other perks that you are offering might not be as good as your competitors.
You will have to understand where you are lacking and what you can do to retain the future employee in the same position. These benefits, perks, and incentives make your employees feel appreciated and are inclined to work better.
Q #16) Do you feel you were getting competitive compensation for your position?
Answer: Often employees leave because they get better compensation offer for their position or talent. This could mean you are not paying them competitively and what they deserve. So, you will have to redesign the compensation and related elements for that position if you want the new employee for that position to stay with you in the future.
Q #17) Do you think your achievements were recognized and appreciated?
Answer: Recognition is a huge part of employee experience. It motivates them to know that their achievements and contributions are valued by the company. It also makes them productive and dedicated to your company, thereby, reducing employee turnover.
If the employee doesn’t feel appreciated and valued, it could turn out to be a reason for leaving the job. So, if this is the case, then you need to know where you are missing and what you can do to improve that. This will significantly reduce employee turnover.
Questions about workplace relationships will help you to understand the working environment of your company. It will give you an insight into how helpful the managers, seniors and other staffs in your company are.
Q #18) How was your relationship with your Manager?
Answer: Often, people want to leave their bosses and managers and not the company. The answer to this question will let you know how the working dynamics between the leaving employees and their managers have been.
Often employees find it tough to answer. Assure them that the question is for understanding the leadership team of the company and the scope of improvement in the future. Tell them that the question is not for throwing them under the bus.
Q #19) How did you get along with your colleagues and team members?
Answer: This question will give you an idea about your employees and the environment he has been working in. Is your employee leaving due to the tension in the workplace? Is he/she adjustable or aggressive?
If the others have been harassing him/her, you need to look into the matter. You wouldn’t want the new employee to feel the same harassment and tension. Settling these issues will help you to reduce your employee turnover.
Q #20) Give us three points where the company can improve.
Answer: With this question, you can find out about the areas where the company can improve. This is one of those questions that the employees will be hesitant to answer.
You will have to be encouraging and assuring them that they won’t be blamed for pointing out the flaws in the administration of the company. You can even prompt them with one observation of yourself to make them feel comfortable enough to speak.
Q #21) Have you ever shared your concerns with anyone in the Office?
Answer: This question points to your employee culture. Do your employees feel comfortable enough to share their concerns with their co-workers and managers? Do they feel safe in voicing their opinions? Are they heard and their concerns are resolved by the team members or seniors?
It will help you understand if the office environment is healthy and helpful or do you need to do something about it.
Q #22) Tell us about the Culture of our Company.
Answer: This question will help you to identify the trends in your company. Watch for the trends throughout the exit interviews. It will help you in identifying the real concerns. It will also help you to differentiate between the legitimate concerns from the personal opinions of emotional or negative employees.
Q #23) Could we have done something to make you stay?
Answer: This question is direct for a purpose. It will help you to get to the bottom of why your employee has decided to leave.
Frank questions like these give your employees strengths and opportunity to open up if they were afraid or hesitant before. The main point is not to fulfill their request for retaining them. However, it will help you in the future.
Q #24) Would you like to come back to work here Or recommend someone to work here?
Answer: There couldn’t be any other appropriate question for wrapping up the exit interview. It will give you an idea about what kind of image of your company the employee is carrying. However, there is no guarantee that there will be a truthful answer.
Also, no employee would flatly say no. Instead, hopefully, they will share some details about what kind of people, according to them, will excel and thrive in the environment of this office. If they hesitate, understand that no matter what you say, you will not be able to change their view.
These are a few questions that both the employers and employees can ask each other. The exit interview can be beneficial for both of them if this opportunity is used wisely. They can ask the questions and the answers to those questions will help them improve themselves in the future, for the new job and the new employee.
Exit interviews might feel awkward but if the right questions are asked, the interview can become easy, comfortable, and even benefitting to both the employers and the employees. These questions will come in handy for understanding each other and finding the flaws and perfections in your own self.
All the best!!