There are various questions you can ask, as an employer, during an exit interview. An interview you do to an employee who is about to leave the company. However, you may need to know the most common exit interview, so you can check the valuable information for your company’s improvement and not getting too widespread during the interview. This article will help you in conducting an effective exit interview.
What is an Exit Interview?
Exit interview is a formal event an employee has to go through before leaving the current job. The purpose of an exit interview is to let you know, as an employer, the reason they leave and their feedback for the company. So your company can use their feedback as one of many feedback to improve your company’s workplace.
Why is it Important to Conduct an Exit Interview?
Recruitment process requires a budget. This reason alone can be a justification to conduct an exit interview so the employee who is about to leave the company can give clarity and accountability. Later it can be used as a review for the company. So you can give the company suggestions on what to improve.
Your company deserves a formal explanation on what makes the employee move to a new job. Through their answer, you will learn about how to improve the next recruiting process for the future employees.
Company culture can play a role that determines the employee’s loyalty. For example, on how the company appreciates and recognizes the employee’s achievements. Through the interview, you will receive valuable insights that you can apply later to finally improve the company culture.
9 Most Common Exit Interview Questions
1. What prompted you to leave this job?
This is the first question you should ask an employee. First, you need to hear the reason they leave their job directly from them. Second, it can expand your interview questions.
The common answer to this question can be distinguished into two: the employee actually quit the job market or moves to a different job. There can be various answers to this question. Any answer will surprise you nevertheless.
Since this is the first question to ask in an exit interview, you have to ensure that your tone should make the employee comfortable enough to be open with you. So the atmosphere for the whole interview can be more relaxed. Even if this is not a recruiting interview, it’s an exit interview. It’s still a formal interview that makes the employee nervous.
Alternative questions:
- Why have you decided to leave the company?
- What was your main reason for leaving the company?
- What made you decide to leave?
2. What does your new position offer that influenced your decision to leave?
This question is specified for employees who are moving to different jobs, and a continuation from the first question. The importance of asking this question is to learn what makes them eventually accept a new position offer and leave the current job.
The answer to this question is commonly related to company culture, benefits, career advancement, career change, and many more. Because the new company gives better offers to the employee compared to the current job. However, sometimes it has something to do with other reasons that are not related to money. For example, some employees wish to work not far from where they live or decent shuttle facilities because being able to commute conveniently is every employee’s dream.
Alternative questions:
- What ultimately led you to accept your new position?
- Was there a specific event or person involved with your decision to leave?
3. Do you have any suggestions for us so we can do better?
After asking them about the reasons they leave and move to a different job, you can ask them this question to gather their honest feedback. Their input matters because it could be a decent consideration for the company because it comes from someone who has experience and contribution for the company before.
This question is the continuation of the two previous questions. It is important to be asked in this order as well, so the employee can reveal finer points. So the suggestions are supposed to be related to the employee’s previous answer and give your company points to be reflected. For example, if they accept the new position offer because they want to grow more since the current company can’t give them the opportunity to grow anymore, then they should give suggestions based on their answer.
Alternative questions:
- With your statement regarding the reason you move to a new job, do you have suggestions for us?
- With the experience you had in your field, do you have suggestions so we can be better?
4. Have your job description and tasks given to you always been relevant all this time?
Job description is usually stated in the job vacancy. Then discussed during the job interview and have to be agreed by the employee before starting their job for the first time. In fact, sometimes they also do tasks outside their job description or also can be called ad hoc tasks.
It’s the employer’s task to ensure their ad hoc tasks are not too much, whether their task has been compensated properly, whether the tasks given to them are relevant for them or not. This exit interview is your chance to ask them about this.
If you find out from their answer that they sometimes do tasks outside their field or job description, sometimes it can be a sign that you need to consider hiring someone who possesses the needed position.
5. How do you feel about the tools, resources, and working conditions? Which areas do you think require improvement?
Other than the human resource aspect, an employer needs to also take into account how significant proper tools, resources, and working conditions are to improve employee’s productivity and quality. It is also important to keep them in check regularly. Use this opportunity to receive feedback from your employee.
They are also likely to be more honest this time since this is their last chance to speak truthfully. Be ready with their answer. Because they may mention the most crucial aspect of a working place such as employees’ wellness, old-fashioned equipment to the seemingly trivial but actually still important due to being overlooked such as broken Air Conditioner (AC).
6. Did you feel your achievements were recognized throughout your employment?
Recognition can be a huge motivation and source of happiness for employees professionally and personally. Whether the employee did something big or small, they deserve to be appreciated regardless, at least with a ‘thank you.’
Not only this question let you know how the employees feel about the recognition the company gave them for their achievement, but also to determine if the recognition method is already proper. So you can also use this question to improve the company’s method in recognizing the employees’ achievement.
Alternative questions:
- Do you feel the company adequately recognizes employee contributions well? And what aspects can we improve?
- Are you satisfied with people in the company in terms of recognizing your contribution and achievements?
7. What are the possibilities that could make you return to the company?
If you think that the employee who’s leaving the company can be considered a valued employee, your company tends to have this slight expectation that maybe they can work in your company again someday. But, the thing is, do they consider going back to your company? And yes, you are allowed to ask this question and think of such a possibility.
This question is also usually only for employees who leave a job on good terms. Making them even more attractive to be pulled back if they also want to. But, you still need to ask them if there’s a possibility and the factors that make them consider returning to the company. Though they are valuable, you still need to ensure whether their interest would still be fit for the company later.
8. Do you have any suggestions for improving the work culture?
This question tends to be less personal for the employee and makes the employee tend to give a more objective answer. You can ask them similar questions that could give you feedback.
Alternative questions:
- How would you describe the company culture?
- What would make this company a better workplace?
- Do you think company policies promote a healthy work environment?
- Have you ever faced discrimination or harassment?
- Do you feel the company promotes teamwork and cooperation?
9. Would you recommend this company to others seeking employment?
The answer to this last common question in exit interviews can reveal several things. Any answer will reveal the reason that employee left. For example, if their answer is that they’re willing to recommend the company to others seeking employment, it’s likely that the reason they leave is not because of the company. If they’re not sure about recommending the company to others for a reason that they can’t tell you explicitly, it’s better for your company to start reflecting.
After the interview is finished, as an employer, you should review the interview summary and ask for the last confirmation if the interview is enough for both. Then thank the employee for their service and wish them the best for their future.
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