Ask exit interview questions that reveal reasons for departure, workplace issues, and improvement opportunities. Examples include: “Why are you leaving?”, “What could we have done better?”, “Were you supported in your role?”, and “Would you recommend this company to others?”
Why Exit Interviews Are Important
Exit interviews provide valuable insights into why employees leave and how to improve the workplace environment. They offer candid feedback from departing employees, which helps companies fix management practices, update job descriptions, and improve employee retention.
According to SHRM, 75% of employees leave jobs due to poor management or company culture. Exit interviews help identify those issues directly from the employee’s perspective. Collecting structured employee feedback during offboarding allows HR professionals to identify areas for growth and reduce future turnover.
Key benefits of exit interviews:
- Gain candid feedback to improve employee engagement
- Understand real reasons employees leave
- Improve work life balance and management style
- Track trends and retention risks
- Develop a more positive work environment for current and future employees
What Is an Exit Interview?
An exit interview is a structured conversation between a departing employee and HR to understand the employee’s reasons for leaving and gather feedback. It usually takes place in the final days of employment and includes open-ended questions about the employee’s experience, satisfaction, and opinions on workplace culture.
Exit interviews can be conducted:
- In person
- Over video calls
- Through an exit survey form
- With follow-up questions via email
This process is a key component of offboarding employees. It gives former employees a chance to speak in their own words about their time at the company, providing HR with data to improve employee morale and the work environment for future employees.
Best Exit Interview Questions to Ask
The right exit interview questions provide honest feedback that helps identify problems in the company culture and management practices. A well-prepared HR team asks clear, specific, and actionable questions during the exit interview process.
Here are sample exit interview questions to ask for maximum insight:
| Exit Interview Question | Category |
|---|---|
| Why did you decide to leave the company? | Reasons for Leaving |
| What prompted you to search for another opportunity? | Reasons for Leaving |
| Did you get along with your direct manager? | Management/Team |
| Did you feel your manager supported your success? | Management/Team |
| Did you get along with your peers? | Management/Team |
| What did you think of the way you were managed? | Management/Experience |
| Did you receive frequent, constructive feedback from your manager? | Management/Experience |
| Did you feel you had the tools and support to do your job well? | Enablement/Resources |
| What benefits or programs did you feel were missing? | Compensation/Benefits |
| Were you recognized enough for your accomplishments? | Recognition |
| Did you think your responsibilities were clear? | Role Clarity |
| Did you receive enough training? | Training/Development |
| Did the role meet your expectations? | Role Clarity |
| What did you like about your work? | Job Satisfaction |
| What were the best and worst aspects of your job? | Job Satisfaction |
| What factors could have influenced your decision to stay? | Retention |
| Would you recommend this company to a friend? Why or why not? | Referral/Brand |
| What suggestions do you have for the company? | Improvement |
| Would you consider returning to this company in the future? | Boomerang/Return |
| How could our leadership team improve? | Leadership |
| Did you feel fairly compensated for your role and performance? | Compensation |
| Did you feel connected to your team? | Team/Belonging |
| Did you feel your workload was manageable? | Workload |
| What changes might have convinced you to stay? | Retention |
| How would you describe our workplace environment? | Culture |
Focus on these categories to gather a full picture:
- Management and team experience
- Role clarity and workload
- Compensation and benefits
- Workplace culture and environment
- Job satisfaction and improvement ideas
Questions to Avoid in Exit Interviews
Avoid questions that lead employees to feel defensive or uncomfortable. Poorly phrased questions can result in dishonest answers or reduced feedback quality.
Do not ask:
- “Who caused the most problems in your team?”
- “Don’t you think your performance impacted your exit?”
- “Isn’t this more about you than the company?”
These types of questions damage trust and provide no actionable insights.
Key points to avoid:
- Leading or biased questions
- Personal accusations or blame
- Private or medical-related inquiries
- Anything that violates confidentiality
- Asking for rumors or gossip
The goal is to gain candid feedback in a respectful, professional setting. Keeping questions objective ensures better data from exiting employees.
Tailoring Exit Interview Questions by Role
Customize questions based on the employee’s role to improve the relevance of feedback. A generic list won’t work equally for executives, entry-level staff, or technical professionals.
Examples:
- For executives: “How did strategic decisions impact your ability to lead?”
- For mid-level managers: “Did you feel supported in team-building responsibilities?”
- For new hires: “Did onboarding match your expectations?”
This approach helps HR professionals identify opportunities to improve employee retention in specific departments or functions. Role-based questions also allow you to analyze feedback trends across different teams, ensuring current employees feel valued and understood.
How to Analyze Exit Interview Data
Group and analyze feedback from exit interviews to identify trends that influence turnover. Start by coding common themes such as lack of training, poor management style, or unclear job description.
Key analysis tips:
- Use HR software or spreadsheets to tag responses
- Separate feedback by department, tenure, and role
- Look for repeated mentions of similar problems
- Share high-level trends with leadership
- Connect exit feedback to employee engagement scores
Actionable insights come from patterns, not one-off answers. If 40% of departing employees cite workload issues or weak management practices, it’s time to act.
Final Thoughts: Build a Feedback-Driven Culture
Exit interviews help companies improve employee retention and build a more inclusive workplace. They provide valuable feedback that enhances how employees feel, work, and grow in the company.
Treat every exit interview as a way to learn from your former employees. The insights you gain help create a more positive work environment and keep top talent from leaving.
Quick recap:
- Ask focused, respectful questions
- Analyze trends and act on feedback
- Update practices based on real reasons for employee’s departure
- Create a culture of open dialogue and growth
When employees feel heard—even as they exit—they leave with respect and may return in the future.
Common & Typical Questions
Below are common questions we get asked about this topic.
What happens to my personal data and feedback after the exit interview?
Most companies anonymize and aggregate exit interview feedback. It’s used to improve workplace practices and is not tied to your name unless you give explicit permission. Personal data follows company privacy policies and local laws.
Can my exit interview responses impact my eligibility for rehire or references?
No, your responses generally do not affect your rehire status or references. Exit feedback is stored separately from your employment record. You can ask HR directly if you’re concerned.
Will my direct manager see my exit interview answers?
Usually, HR reviews the data and shares trends not your individual answers with management. If you raise specific issues, HR may summarize the concern for follow-up, without naming you.
Can I decline to answer certain exit interview questions or skip the interview entirely?
Yes. Exit interviews are typically voluntary. You can skip questions or decline the interview. Talk with HR first if you have concerns about privacy or pressure.
Final Recommendations for HR Teams
- Use consistent exit interview processes for all departing employees
- Standardize questions but allow flexibility based on role
- Ensure confidentiality and gain candid feedback by building trust
- Review feedback monthly and track employee satisfaction over time
- Improve your benefits package, training, and workplace culture based on trends
Looking to create an even more positive work environment and retain your best people? Start by asking the right exit interview questions today.
