Employee Exit Survey Questions
When employees leave your company it can often feel like a blow to the stomach.
But what made them leave their job? What could you have done to make them stay? What were the main reasons for this outcome? What does the new employer have that you don’t? Never let your employees go without asking them: Why?
Leaving employees tend to be more honest and help you uncover problems that you might not have spotted before. These exit survey questions enable you to dig deeper. Even if it’s too late to retain the employee who’s leaving, you can still use this feedback to improve overall experience for your existing employees, reduce churn, and increase employee engagement to keep your best teammates on board.
5 sample employee exit survey questions
Question #1. “Which factors influenced your decision to leave the organization?”
💡Insights it gives: helps pinpoint the reasons behind employee churn, allowing you to address systemic issues. If many exiting employees cite reasons like lack of career advancement, inadequate compensation, or poor work-life balance, it signals areas that need improvement to retain them. For example, if a trend emerges where employees are leaving due to limited growth opportunities, it might be time to review your professional development programs or create clearer career paths.
Question #2. “The organization was able to put my skills to good use.”
💡Insights it gives: helps you understand whether employees felt their talents were effectively used. If many churning employees say their skills weren’t fully tapped, it might mean roles need clearer definitions or there’s a mismatch in job assignments. For instance, if a pattern shows employees leaving because they felt their unique skills weren’t recognized or used, it could be a cue to reassess how you match people to projects and roles. Addressing this can lead to better job satisfaction and keep talented folks from walking out the door.
Question #3. “How often did you receive recognition for your work?”
💡Insights it gives: sheds light on whether employees feel appreciated during their time at your company. If many people leaving say they rarely got recognized, it could point to a culture that overlooks acknowledging hard work and achievements. For example, if exiting employees consistently mention lack of recognition as a factor, it might be worth revamping your recognition programs or encouraging managers to give more frequent shout-outs. Improving this can boost morale and might even help keep more team members around.
Question #4. “I felt safe at my job.”
💡Insights it gives: digs into whether employees felt physically and psychologically safe at work. If departing staff often indicate they didn’t, it suggests an environment where people might feel unable to express ideas, ask questions, or admit mistakes without fear of negative consequences. For instance, if employees leave citing an atmosphere where they felt judged or silenced, it’s a signal to cultivate a more open, supportive culture. Encouraging open communication and creating spaces where everyone feels heard can enhance psychological safety, leading to more creativity and engagement.
Question #5. “Given an opportunity, what could the organization change that would potentially convince you to stay?”
💡Insights it gives: this open-ended question ** ** is a goldmine for understanding how to improve retention directly from the people who decided to leave. If folks consistently mention things like better leadership, increased flexibility, or more growth opportunities, these are clear targets for change. For example, if many exiting employees suggest that more transparent communication from management would have made a difference, it’s a strong cue to work on building more open communication channels. By acting on these insights, you can make meaningful adjustments that might prevent future turnover and create a more satisfying work environment.
Those are the five sample questions! To see the full list of exit survey questions and best practices of running employee surveys, download our free template.
