An employee’s decision to leave, while challenging for a company, presents a unique opportunity.
The exit interview is a key element of any company’s HR strategy. If done well, it provides invaluable insight into employee engagement and how it could be improved.
Below are the 8 questions I ask at every exit interview.
- Why did you start looking for another job (or were receptive to being approached for a new position)?
- Note: If I could only ask one question, this would be it.
- What does your new position offer that influenced your decision to leave?
- Could we have done anything to keep you here?
- Note: Optional question, depending on the response to Q1.
- Would you ever consider returning to the company?
- What could your manager have done better, if anything?
- What was the best part of your job?
- What was the worst part of your job?
- Note: Optional question, depending on the response to Q1.
- Any suggestions for how we could make the company better for current employees?
Ideally, the interview would be conducted by a trusted, neutral party. Perhaps controversially, I also give the employee the power to choose what is reported back to the wider management team.
I think I’d incorporate many of these. Great questions! And I agree, it’s probably better to not have the manager lead the exit interview (especially if the employee/manager relationship has broken down).