61 exit interview questions you NEED to ask

Employee exit interviews are hard. But what’s more challenging is coming up with pertinent exit interview questions.

When an employee wishes to leave the company, the human resource manager conducts an exit interview. Exit interview questions are those that are asked during the exit interview.

5 Exit Interview Questions for the Most Insightful Answers

25 Hilarious Exit Interview QuestionsIn

If you’ve been respectful enough to give two weeks’ notice, regardless of how you’re leaving your job, you should also be respectful enough to complete an exit interview.

Additionally, you can use this as an opportunity to discuss any workplace problems, express your appreciation for your coworkers and forge further ties with them, or simply burn any bridges you may have with that employer.

Thanks to managementguru, we now present you with the 25 hilarious ways to answer those exit interview questions (though we don’t recommend following suit unless you really want to burn that bridge)

1. What is the main cause of your departure? I despise every job after ten months. I will always have a job that I will not despise for at least 10 months if I leave.

2. Did anything trigger your decision to leave? Nope…completely spontaneous. I just woke up one day and BAM!.

3. What aspect of your job satisfied you the most? Leaving early at 3 p.m.

4. What aspect of your job gave you the least satisfaction? Every Sunday night when I began to consider reporting to work on Monday It was the anticipation that killed me.

5. What would you change about your job? I’d like to improve it on all fronts. More pay, less responsibilities…that type of thing.

6. Did your job responsibilities turn out as you had anticipated? I hope for the best but prepare for the worst. So, yes…yes it did.

7. If being excellent at avoiding sexual harassment and being diverse encompass everything that should make me effective at my job, then yes, I believe I have received enough training to do my job effectively. Yes I did.

8. My chair could have been much more comfortable and you could get softer toilet paper, but overall, did you get enough support to do your job? Despite being more expensive, Charmin actually cuts down on overall sick days. The additional cost is actually an investment in the well-being of your workers.

9. Have you received enough feedback on your performance between merit reviews? I’ve gotten plenty of praise for my “commitment to the company’s mission” and “ethical decision-making” skills.

10. If mothers adopted your merit review process, children would go hungry but cabinets and cupboards would be tidy and organized, were you satisfied with this company’s merit review process? Not sure if that answers your question.

11. Did this company assist you in achieving your career goals? If I had career goals, which I don’t, I would assume that this job would fall far short of achieving those fictitious goals. But I guess we’ll never know, will we?.

12. Oh, thank you…I’m blushing…do you have any advice to help us find your replacement? As if you really need to replace me.

13. What would you change to improve our workplace? I would almost certainly make everything optional. It’s good to have options.

14. Were you content with your salary, benefits, and other compensation? I enjoy paying higher health insurance premiums than I am earning. I enjoy having high health insurance deductibles and that you no longer match 401(k) contributions. Most of all, I appreciate the employee discount on new cars that GM offers. How exclusive!.

15. I had issues with the supervision’s quality, but it was more of a quantity issue than anything else.

16. It isn’t so much a question of how to improve as it is what could your immediate supervisor do to enhance his or her management style. It’s a question of how and when to replace.

17. Based on your experience with us, what do you think it takes to succeed at this company? From what I could see, and this is coming from someone who didn’t succeed, it is mostly about repeating what other people say, scheduling a lot of meetings, and being very social with people that you’d usually want to punch in the face.

18. Has your job become more difficult as a result of any company policies, procedures, or other challenges? 1 The bathroom was way too far away from my cubicle. I had several photo finishes. 2. Your IT staff uninstalled my Google Earth program. I enjoy that particular piece of software. 3. My desire to do anything productive was ultimately destroyed by this company’s bureaucratic procedures. It was initially somewhat awesome but quickly became extremely boring.

19. You might think about returning to work for this company in the future given that I’d be a much more appealing external candidate and earn more money.

20. Would you suggest family and friends work for this company? I would suggest the company to family and friends if you paid me a referral fee.

21. How do you generally feel about this company? General disgust.

22. It’s like a casino with a nice location on the strip; what did you like best about this business? Your casino’s location is less important than its proximity to other desirable amenities. There are a lot of places to eat around here.

23. What did you like least about this company? Everything else.

24. What services does your new business provide that this one does not include? To start, they have Kohler toilets, which are much better than the American Standard toilets we currently have. Secondly, they offer a clean slate. They are completely unaware of how ineffective I am as a worker.

25. If you could delete everything you know about me, pay me more money, and reduce my hours, I might think twice about staying with this company. Advertisement.

What is an exit interview?

The atmosphere of an exit interview is very different from that of a hiring interview because it is less formal. Â.

The company will speak with a worker who is leaving the company when conducting or taking part in an exit interview. It’s a chance to ask exit interview questions, allowing managers to implement plans to improve the working environment. When done right, it offers the opportunity to gather incredibly helpful feedback to lower the turnover rate. Â Â.

Why Are You Leaving?

Although some people might think the first two questions are similar, they’re actually very different. Your employee may have begun looking for a new job for a variety of reasons. But there are a number of other reasons she might have made the final choice.

These two inquiries assist you in identifying all the factors that led to her leaving, from initial dissatisfaction to the straw that broke the camel’s back.

List Of 100 Best Exit Interview Questions That Every Human Resource Leader Needs To Know

This article will provide a list of specific inquiries that can reveal issues with your efforts to retain employees.

But keep in mind that the objective is not to interrogate departing employees about their reasons for doing so or to ask them to stay It is to gather helpful criticism and important data to understand your organization’s strengths and weaknesses.

Such information can assist you in identifying your mistakes and putting together an immediate action plan.

As a result, sit down and write down any questions you think will be useful when conducting exit interviews.

Yes, directly questioning someone about their reasons for leaving is not a good idea. However, that doesn’t mean you shouldn’t make an effort to determine the underlying cause. Here are some tips for conducting exit interviews that will assist you:

What made you decide on your new job over other opportunities?

What is the best thing about working here?

What part of your job made you feel stressed out and anxious?

What changes should be made to the pay and benefits policy right now?

Did you feel psychologically safe, happy, and respected while working here?

If there is one thing you could change about the company culture, what would it be?

Did you enjoy coming to work?

What factors or changes might convince you to come back to work for this company in the future?

Do you think that management practices here need any improvement?

Were there enough career growth opportunities for you to develop professionally?

If the pandemic taught us anything, it’s how much people adore remote work and the feeling of personal freedom it brings.

That clearly shows that most workplaces struggle to achieve the goal of work-life balance.

Do yours do? Let’s find out.

Here are a few exit interview questions to help you ascertain whether a worker’s departure was motivated by a lack of work-life balance:

Was it hard to manage your personal and professional life?

Did you have to stay late often or take your work home?

Which form of working arrangement made you the most satisfied and productive?

Did work or the work environment made you feel burnt out?

Do you think that the leave structure is fair and inclusive?

Did you miss important personal experiences because of work?

How often did you had to put work over your personal life?

On a scale of 1-10, how good is the work-life balance at this company?

Were you able to take regular breaks to refresh yourself during a typical workday?

What advice do you have for us to help our employees achieve a better work-life balance?

It’s critical to determine whether the departing employee’s position satisfied their career expectations.

Does the initial job description match the duties and responsibilities that you had to undertake?

Did you get timely and constructive feedback about your work?

What do you think about the current performance management process?

Were the goals and objectives realistic and achievable?

Did you have adequate access to resources and tools needed to complete a particular task?

What changes would you make in the job description for your replacement?

What qualities should we look for in your replacement?

Which part of your job role made your employee experience unsatisfactory?

Do you believe this job role provided you with adequate development opportunities?

Did the job role allow you the autonomy to make critical decisions?

Teamwork makes the dream work. And the opposite can make it extremely difficult to endure work-life.

It goes without saying that a worker must be able to relate to, empathize with, and connect with their teammates. It literally has the power to influence both their work and mental health.

Here are some exit interview questions to help you determine the problem if there is a bad apple in the team:

Did you feel happy and positive while working with your team members?

Did you work best alone or with your team?

What were your team’s strongest points?

What were your team’s shortcomings?

Did you frequently receive or give praise for doing a good job?

What was your biggest challenge for working in a team?

Do you think that your team needs stronger leadership or more autonomy?

What has been your team’s greatest challenge towards achieving bigger goals?

Were there any communication challenges among your team members?

What advice would you offer to your replacement if they wish to be accepted by the team?

The working environment at a company can really make or break it.

A healthy culture can encourage great work, but a toxic culture can harm the overall satisfaction of the workforce.

You can use the following exit interview questions to gauge the company culture:

What are the shortcomings of our current company culture?

What are the strengths of our current culture?

Does our company culture encourage respect and safety for all employees?

What is the state of office politics in our company?

Do you feel that there is unhealthy competition among peers in the company?

If you had to describe our company culture in three words, what would they be?

Do you think that trust and teamwork are an integral part of our company culture?

What tips would you give us to prioritize diversity and inclusion in our company?

Did you feel psychologically safe while working here?

Do you have any suggestions on how we can make our company culture more engaging?

Surprisingly, the above-mentioned iconic quote appears to be true.

According to a Gallup survey,

Here are some exit interview questions for your next departing employee:

Were you respected and valued by your boss?

Did your manager treat you fairly and without any judgment?

Did your manager give you timely and constructive feedback?

How efficiently did your manager handle your performance reviews?

Were you micromanaged?

Did your manager have your back during challenging times?

Did your manager give you the necessary support to achieve your goals?

When you decided to leave, did you consult your manager about it?

What kind of leader would you describe your manager as?

Did your manager set you up for success?

According to Gallup:

Therefore, if your business doesn’t provide opportunities for employees to advance their education and gain new skills, it’s possible that this is to blame for your low employee retention rates.

Did you get the necessary training and development opportunities while working for us?

What does our current training program lack?

Were you able to fulfill your personal goals along with the company goals?

Do you feel that the current handling of promotion criteria is fair and unbiased right now?

What new upskilling and development opportunities should we introduce?

Do you think the onboarding and training process of new employees is adequate?

Is the company being innovative enough currently?

Did you find your job role to be stagnant with no growth?

Is the quality of training that we provide on par with industry standards?

Did you receive timely, frequent, and constructive feedback on your performance?

No business can afford to ignore the value of diversity and inclusion in the workplace after 2020.

In a recent Monster survey,

Soon, the absence of it may also cause a worker to leave your company.

So, do you believe that your current DE&I policies are sufficiently satisfying to your employees? Let’s find out using the following exit interview questions:

Do you think that our current diversity and inclusion policies are good enough?

What changes in the hiring process would you like to see in terms of diversity and inclusion?

Do you think that our official documentation often uses incorrect or masculine pronouns?

Are all employees addressed by their preferred pronouns?

Do you think that the company is doing enough to make the workplace accessible to people with disabilities?

Do you think that inclusion will be benefitted from having more leaders from underrepresented groups?

What tips would you give to us to prioritize diversity, inclusion, and equity?

Have you actively seen your peer being discriminated against or mistreated because of their identity?

What DE&I policies would you have us introduce?

Do you think that our company culture has diversity but lack inclusion?

According to a study on workplace engagement in the U.S., disengaged employees cost organizations around $450-550 billion each year.

Therefore, it is safe to say that increasing employee engagement is essential for keeping your best employees. The following exit interview questions will help you identify your engagement efforts’ shortcomings. Rewards and recognition, employee opinions and empowerment, or employee benefits?.

Were you timely appreciated for your achievements and contributions by your manager?

Did your team members appreciate each other for their accomplishments?

Did you receive the incentives that you wanted after an exceptional work performance?

Is the employee benefits package we offer satisfactory?

Do you think our company offers competitive compensation for your role?

What is your opinion about the feedback culture of our company?

Do you think that there is any favoritism regarding offering incentives or certain benefits?

Were you satisfied and happy with the work you were doing?

Do you think that your opinions and viewpoints were taken into consideration?

Working remotely, from home, and in other flexible ways has quickly become the “new normal.” ”.

Given how the pandemic is developing and how the public feels generally, it appears that flexible work will continue to exist.

Here are some queries to help you determine whether your business is doing enough to offer a great remote employee experience in that situation:

Do you think flexible and remote work options should be made available for the long run?

What has been your experience while working from home?

How should the company increase employee engagement and motivation among remote workers?

Is the corporation doing enough to enable everyone to understand how to use digital tools?

Does remote work make work-life balance more good or bad, according to you?

Do you think that collaboration and communication suffer when the whole team is remote?

What is the best thing about working from home?

What is the worst thing about working from home?

Do you think that we have a reliable work-from-home policy?

What changes can we make in our work-from-home policy to make the employee experience better?

Attracting good employees is tough. But employee retention is even more complicated.

The act of an employee leaving an organization is often perceived by human resource managers as a loss. And it is.

However, by asking the right questions during employee exit interviews, you can gather insightful data and stop this from occurring again in the future.

Utilize the extensive list of questions above when conducting exit interviews to ascertain the real reason why your employees decided to leave.

An exit interview can be crucial in identifying your company’s flaws and collecting helpful criticism in the process.

In the long run, a departing employee may still represent the interests of the business. To accomplish this goal, a good exit interview is a good first step, especially if the departing employee is displeased. Additionally, you must be aware of the right questions to ask in exit interviews to be successful.

After establishing the importance of asking pertinent exit interview questions, let’s examine the considerations you should make while formulating the questions.

FAQ

What are the 5 unusual interview questions?

• How many basketballs can fit on a bus?
• Aside from food and water, what other two things would you want to have on a deserted island?
• How many pizzas are ordered in the US every night?
• What would you do if you won the lottery?
• Blue or green?

What are some fun interview questions?

• What would you do if a penguin was discovered in a freezer?
• How many basketballs would fit in this room?
• What would scissors be useful for if you delivered pizzas?
• Why is a tennis ball fuzzy?
• How much pizza is consumed per square meter in the U S. every year?.

What are good exit interview questions?

• Were there any company policies you found difficult to understand? .
• Do you believe that since you were hired, your job description has changed?
• Do you believe you received the training required for success in your position?
• What was the best part of your job here?

How can I make my interview fun?

1. Get Your Interviewer Talking​ Bigstock. …
2. Be Prepared With Interesting Questions. Bigstock. …
3. Be Prepared With Interesting Answers. Bigstock. …
4. Show Off Your Style. Bigstock. …
5. Create A 30-60-90 Day Plan. Bigstock. …
6. Mind Your Body Language: Mirroring & Power Poses. Bigstock.