50 best exit interview questions to ask employees

An exit interview is not the most pleasant experience for both HR and an exiting employee. However, the unpleasantness of the situation cannot undermine how important it is to conduct exit surveys for the departing member, given how insightful the feedback can be.

But how do you make the most of these exit surveys to receive such information? By ensuring the exit interview questions are specific, non-confrontational, future-oriented, and non-leading.

So, what are the best exit interview questions to ask? Learn more from the list below.

Best exit interview questions to voluntary terminators

Voluntary exit is the most common form of employee exit. There can be reasons like insufficient compensation, unfavorable working conditions, or simply having reached the retirement age. Whatever the reason, it is important to dig deep into the concerns and avenues for improvement. Do so with these exit interview questions to ask employees who leave your company voluntarily.

The 10 best exit interview questions for voluntary resignees

Instances where employees leave the organization willingly before their retirement for reasons such as better opportunities or career breaks are not new in the corporate world. However, instead of being concerned, this must be taken as an opportunity to offer better to existing and new employees to improve retention. Check out the exit interview questions below.

1. 1.Is there anything the company could have done to encourage you to stay?
2. 2.Were there any specific incidents or events that significantly impacted your decision to leave?
3. 3.Would you consider working with the company again in the future?
4. 4.Did you feel valued and recognized for your contributions?
5. 5.Do you feel that your skills and talents were effectively utilized in your position?
6. 6.What did you enjoy most about your time with the company?
7. 7.Did you have opportunities for professional development and growth?
8. 8.What suggestions or recommendations do you have for improving the employee experience in the future?
9. 9.How was your experience with your immediate supervisor?
10. 10.How would you describe the work-life balance during your tenure with the company?

The 10 best exit interview questions for contractual employees

If your company works with contractual employees, you must understand that each of them may have different experiences according to the department they are working in. Insights from their responses to exit interview questions could be a great source of information to understand how well-equipped the organization is at the unit level to retain contractual employees. Find some examples below.

1. 1.How would you describe your overall experience working as a contractual employee for our organization?
2. 2.What were the main reasons that led you to accept this contract position, and did the experience meet your expectations?
3. 3.Were there any specific challenges or difficulties you faced as a contractual employee?
4. 4.Did you feel adequately integrated into the team and the organizational culture as a contractual employee?
5. 5.Do you have any feedback about the performance evaluation process for contractual employees?
6. 6.How satisfied were you with the terms and conditions of your contract, including compensation, benefits, and working hours?
7. 7.How do you feel about the support provided by HR or the contracting department during your time with the company?
8. 8.How would you describe the team dynamics in the department you worked in?
9. 9.Are there any additional benefits you think would be beneficial for contractual employees?
10. 10.Did you experience any disparities in the treatment you received compared to that of permanent employees within the company?

The 10 best exit interview questions for retirees

Employees who retire have usually spent a significant amount of time in your company, and even if they haven’t, they will still have words of wisdom to share about your company. So, you must tap into their thoughts to understand work processes and organizational areas that need improvement. Here are some exit interview questions that you can ask retirees.

1. 1.What suggestions do you have for the organization to better support and engage retirees in the future?
2. 2.How can the company improve its succession planning and knowledge transfer processes to ensure a smooth transition for retirees?
3. 3.What were the highlights of your career with the company?
4. 4.What aspects of the company culture or work environment made your experience challenging?
5. 5.Based on your experience, what recommendations would you offer to enhance the work environment or processes within the organization?
6. 6.What advice do you have for someone filling your position?
7. 7.Would you be open to any potential future engagement or mentorship opportunities with the company?
8. 8.How do you feel the company culture has evolved during your tenure at the organization?
9. 9.What will you miss the most about working here?
10. 10.What advice would you give to employees who aspire to grow within the company?

Best exit interview questions to involuntary terminators

There are times when the company terminates the employment of certain employees because either their performance was unsatisfactory or because the company decided to reduce the workforce. Such situations call for a more sensitive handling of exit surveys since it may not exactly be a pleasant experience for the departing employee. Find out what exit interview questions you can ask them below.

The 10 best exit interview questions for dismissed employees

Even when employees need to be removed from their positions, the fact that they have been employees in your organization for some time remains. Conducting exit interviews with them is important because this ensures that the exiting employee is heard and you can identify anything that needs to be fixed in the future. Find relevant exit interview questions for dismissed employees below.

1. 1.Can you share your understanding of the reasons behind your dismissal?
2. 2.Do you feel that you were given sufficient feedback and opportunities to address any performance or behavioral issues before the dismissal?
3. 3.How would you describe your relationship with your manager & ?
4. 4.How would you describe your relationship with your ?
5. 5.Are there any specific training or development opportunities that you believe could benefit employees in similar roles?
6. 6.Were there any specific management practices or styles that you found challenging or problematic?
7. 7.Did you feel comfortable expressing concerns or asking for help during your employment?
8. 8.Despite the circumstances of your departure, do you have any positive feedback for the company?
9. 9.Were there any aspects of the work environment that you found challenging or unsupportive?
10. 10.Do you have any suggestions for how the company could better support its employees in similar situations in the future?
11. 11.Do you have any feedback on the exit process itself?

10 Best exit interview questions for laid-off employees

Layoffs are a difficult period for employees who have been sacked for no fault of their own. Many times, such employees could even refuse to attend a face-to-face exit interview. For such employees, sending an exit interview form or an exit interview template would be the right thing to do. Given that it is a difficult time for them, the exit interview questions we ask laid-off employees must be thoughtfully and sensitively framed. Find some examples below.

1. 1.Were you provided with sufficient notice and information about the intended layoff?
2. 2.Do you understand the reasons behind the layoff and how it was determined?
3. 3.How do you feel about the support provided to you during the layoff process, such as outplacement services or assistance with finding new employment?
4. 4.Do you feel that the organization handled the layoff process with compassion and professionalism?
5. 5.Is there any support or resources you believe the organization could offer to laid-off employees to assist them in their career transitions?
6. 6.Do you feel that the skills and experiences gained during your employment with the organization have prepared you for future opportunities?
7. 7.Were there any specific areas where you feel the company could have improved to avoid the layoff situation?
8. 8.How do you think the communication within your team was?
9. 9.What resources or help do you need from the company besides those that are already being offered to assist you in the layoff situation?
10. 10.Do you have any final thoughts or advice for the organization to consider as they move forward?

Record exit survey responses securely and meticulously.

You've conducted an exit survey with the departing employee. How do you store the information for future reference or share the response with other team members? Do you write them on paper and share them with higher-ups, or use Docs, and Excel sheets, or do you share the interview recording and make them play the entire video?

One better option is to use specialized survey management tools, such as Sup Bot. Create a form in Sup Bot with the questions you want to ask the leaving employee and send them the form link. The employee will now have to open the link and share the feedback.

In many ways, this is advantageous to both the leaving employee and the one taking the interview. I've listed a few below:

1. 1.For an employee, they can think calmly before submitting a response, and these tools can make them more comfortable expressing their feelings compared to face-to-face interactions. This approach can also prevent employees from responding to answers in an unprofessional manner, which they may later regret.
2. 2.The better analytics and insights of these tools help employers. Also, since the forms are automated, the process is streamlined and ensures each person’s interview is conducted in a timely manner without missing out or rushing the interviews due to a time shortage.

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You can carry on with virtual or in-person exit interviews if you so choose, but I advise using Sup Bot to record, save, and share the responses with the team instead of sheets or manual papers or video links. You can choose to note them down on Sup Bot form during the interview as and when the question is answered, or you can choose to note all of them down after the exit survey is done, depending on what you find appropriate. And the rest remains the same with respect to sharing, and insights.

Contrastingly, relying on written notes on paper, it might be difficult to organize and locate when needed, particularly if multiple surveys have been conducted over time.
It would be time-consuming and inefficient if you would repeatedly watch interview recordings to find an answer to a specific question.
Excel or Docs may become less scalable if the volume of exit interview data increases.

Ultimately, what we hope for you is to ensure an amazing workplace for your employees, even for those who are transitioning out of the organization.

Frequently asked questions by employees

1. What is exit interview in brief?

An exit interview is conducted by the company HR with an employee who is leaving the company, to know about their experience in the company.

2. What to not say in an exit interview?

If you wish to mention about anything, do it professionally. Avoid blaming or talking negatively about your colleagues. Don’t speak anything on behalf of anyone.

3. Can I skip exit interview?

Yes. The exit interview may be a formal part of the employee exit process at your company. However, you can always decline the interview invitation.

4. How to answer an exit interview?

Answer the exit interview questions professionally. Ensure a positive tone in your answers. Share points of improvement and helpful feedback.

5. Can I be honest in my exit interview?

Yes, you can be honest in your exit interview. However, refrain from phrasing your answers in a negative tone. Share your thoughts honestly and professionally.