Must-Ask Questions in an Exit Interview for Improved Employee Satisfaction

Must-Ask Questions in an Exit Interview for Improved Employee Satisfaction

For businesses, the survey of ‘Motivation’ whether to join a job or to leave is extremely important to stay employee-centric. During an exit interview, questions may be asked to employees leaving their current positions to move up or across the company.

From the Human Resource front, employees who are moving out of the company are asked several questions to understand the motivations behind their decision. Insights derived from exit interviews serve as the most helpful tool in increasing employee retention and decreasing attrition rates.

A company’s exit interview aims to collect relevant data that it can use to improve its employee culture, management, operations, and compensation rates. There is a grave problem if companies find recurring patterns in the reasons for employee resignations.

Market sentiment can turn against a corporation if key employees, such as the CEO, depart en masse. Every business needs to maintain low turnover rates to safeguard their company’s reputation and value. And this is why it’s essential to have an exit interview survey done!

What are Exit Interview Questions?

Unlike other interview questions where candidates are evaluated on their competence and performance, exit interviews work the other way around. Companies conduct exit interviews to find out how to stop more employees from leaving their jobs by taking relevant feedback from them. 

From an exit interview survey, organizations can gain insights into several areas, such as—

  1. Job Duties
  2. Training Methods
  3. Management Styles
  4. Workflow
  5. Work Culture
  6. Team-Building Activities
  7. Company Policies
  8. Company Mission
RELATED: How Performance Evaluation Can Create Human-Centric Work Culture

Some of the Best Exit Interview Questions

What are the reasons for your resignation?

In-house employees generally can’t share their issues freely because of the fear of losing their job. But ex-employee can speak their mind and give an unbiased opinion about the reasons that prompted them to quit. 

Problems experienced by the resignee are probably shared by the rest of the company’s personnel. The repercussions of such an issue might be devastating. It is only fair to investigate and resolve problems reoccurring if a pattern appears after evaluating multiple exit interviews.

RELATED: Remote Work and Productivity: Separating Fact from Fiction
In your opinion, were you provided with tools and resources to excel in your role?

An organization’s responsibility is to help its employees grow professionally and learn new skills. For that to happen, employees must have access to relevant technology tools, training, information, and guidance. 

This question can help companies understand where they are lacking in these aspects and if there’s enough scope for learning in the organization.

Did you get along with your manager?

The respectful and harmonious manager-employee relationship is at the center of a well-functioning organization. Conversely, if the relationship between employees and their managers turns toxic, it soon reflects in company growth assessing metrics. 

Depending on the answer to that question, management may need to alter its strategies or keep the same ones.

Did you get along with your coworkers?

Teamwork is essential to growing an organization and meeting all the requirements on time. The answer to this question can allow leaders to improve teamwork or find strategies to prioritize multiple enterprise functionalities to work concurrently.

Which part of your job did you enjoy the most?

Making major changes is recommended after a manager knows what’s working and what’s not. The answer to this question can help company managers understand what they’re doing right and should continue while changing other things.

What did you dislike most about your job?

In every company, there are certain areas an employee finds offputting. With time-to-time analysis, managers must figure out those loop areas and formulate a superior approach toward management and work culture.

What specific problem, if any, did you face during your work?

Specific problems are easier to address and resolve rather than trying to make big structural changes. Thinking about resolving these issues should be an organization’s topmost priority.

Would you consider returning to the company at some point?

A hardworking worker is valuable to their employer. In addition to being time-consuming and expensive, replacing departing workers reduces productivity. 

Luckily, this is avoidable if businesses are aware of the factors that lead to employee resignations and the steps they can take to reduce this number or encourage former employees to return.

Does the management appreciate your efforts?

One of the most demotivating factors for workers is not receiving recognition for their efforts. Management should reward excellent performance and highlight it publicly.

Are you satisfied with the company’s policies?

When bad policies are enforced frequently enough, they can grate on anyone’s nerves. An organization must have policies recognizing that employees spend a significant amount of their lives at work.

Will you recommend our organization to a friend or family member for potential employment opportunities?

A company’s policy management team can use this question to get a pool of data as a reality check. Whether a company answers positively or negatively can reveal its strengths and weaknesses.

What are your goals in your new role, and where do you see yourself in five years?

When an employee asks this question, it can help determine whether they are looking for real change. Incorporating some elements of what employees want at a certain point can help improve employee retention.

Please let me know if you would like to add anything else.

Using open-ended questions can help ensure that the resignee receives all of the feedback intended for them. The feedback that doesn’t seem to fit the mold of the responses to the preceding questions can be brought to light and analyzed in this way, providing managers with helpful information.

Have you ever experienced any harassment or discrimination within the organization?

It’s a serious problem if a candidate answers this question in the affirmative. These issues must be handled swiftly, per government guidelines, to prevent harm to other employees.

How can we make this transition smoother?

Many people have a hard time leaving their jobs because they’ve made many good friends and memories. Helping employees through this change can boost morale, which promotes the value of the company’s brand.


Market analysts believe that doing professional Exit Interview Surveys in the form of questionnaires is the best way to carry out an exit interview procedure. All of the questions on these forms are designed to elicit information while still being cordial and empathetic. 


In order to boost employee happiness and keep good workers around for the long haul, exit interviews are an invaluable resource. Furthermore, it encourages workers to provide management with honest feedback.

Exit interviews are a great way to gain valuable information that can help your business thrive in the future. Content workers are the foundation of any thriving business.

Understanding your team’s pulse is an excellent starting point for exploring your organization’s culture. Fortunately, online survey tools can assist you in your endeavor. Discover what does and does not contribute to a positive work environment in a breeze!

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