The world of work is different now compared to 10 years ago. Millennials and Gen Z’s are now the largest working demographic and studies have shown that they are less likely to stay with the same company for more than three years. There could be various reasons for this. Inflexible working options, limited growth opportunities, feelings of being undervalued and burned out or simply other companies offering them a more suitable or progressive opportunity. Attrition will always however remain a challenge for organisations looking to retain top talent. Employers are therefore realising the importance of exit interviews- why? Because understanding the reasons an employee has chosen to leave can help determine how to improve employee retention, job satisfaction and improving the employee value proposition.

How Do You Conduct a Meaningful Exit Interview?

Exit interviews are an important tool for companies to gain valuable feedback from departing employees. However, it's important to remember that the success of an exit interview depends on the quality of questions asked and the willingness of the employee to provide honest feedback. Here are some tips for conducting a meaningful exit interview:

Schedule the interview at a time that is convenient for the employee and ensure that it's conducted in a private setting where they feel comfortable and safe.
Use open-ended questions to encourage the employee to provide detailed and honest feedback.
Listen actively and avoid becoming defensive or dismissive of the employee's feedback.
Take notes during the interview to ensure that all feedback is captured accurately.
Follow up with the employee after the interview to thank them for their feedback and provide an update on any changes that may be made as a result of their feedback.

15 Powerful Must-Ask Exit Interview Questions to Get Results

15 Exit interview questions You Should Ask.

Here are 15 exit interview questions to ask employees who are leaving the company on good terms:

1. What prompted your decision to leave your position?

This allows the employee to express their reasons for leaving, which can provide valuable insight into what aspects of the job or company are not meeting their needs. The employee may mention issues related to their work environment, job responsibilities, management style, or career growth opportunities.

2. What made you start searching for a new job?

This helps to understand the specific factors that motivated the employee to start looking for a new job. It could be related to their salary, job responsibilities, lack of recognition, or a toxic work environment. Understanding the specific trigger points can help the company address these issues and retain employees in the future.

3. How was your relationship with your manager?

The relationship between an employee and their manager can greatly impact their job satisfaction and the decision to leave. This question can help to understand if there were any issues related to communication, feedback, or management style that may have contributed to the employee's decision to leave.

4. Were you comfortable discussing work problems with your manager?

This can provide insight into the employee's relationship with their manager and whether they felt comfortable expressing their concerns. It can also provide feedback on the effectiveness of the company's communication channels and whether there is a culture of openness and transparency.

5. What do you think your manager could have done better?

This provides an opportunity for the employee to share specific feedback on their manager's performance. It can help to identify areas where the manager may need additional support or training and improve communication between employees and management.

6. Did you have all the tools you needed to succeed at your job?

This helps to identify any barriers that may have prevented the employee from performing their job to the best of their ability. It can provide valuable feedback on training, resources, or technology needs that the company may need to address.

7. What would have made you feel engaged?

This can help to understand what motivates employees and what keeps them engaged in their work. It could be related to training and development opportunities, meaningful work, or a supportive work environment.

8. Did you feel your achievements were recognised?

This can provide feedback on the effectiveness of the company's recognition and rewards programs. It can also help to identify any opportunities for improvement in how the company acknowledges employee achievements.9. What could we have done to keep you with us?This allows the employee to share their thoughts on how the company could have made improvements to retain them. This feedback can be used to make changes that benefit both current and future employees.

10. How can we make your position better for your replacement?

This can provide insights into ways to improve the job position for future employees. It can help to identify areas where the company may need to make changes so that the replacement doesn’t leave due to similar reasons.

11. What suggestions do you have to make this a better place to work?

This provides an opportunity for the employee to share any feedback or suggestions they may have to improve the company culture, work environment, or overall employee experience.

12. Would you recommend our company to a friend looking for a job?

This can help to measure the employee's overall satisfaction with the company and their likelihood to recommend the company to others. A positive response can be a good indicator that the company is doing things right, while a negative response can highlight areas for improvement.

13. What was your favourite aspect of your job?

This provides an opportunity for the employee to reflect on the positive aspects of their job and what they enjoyed about it. It can help the company identify strengths and areas to build upon in the job position and overall work environment.

14. What was your least favourite part of the job?

This provides feedback on areas where the company may need to make improvements. It can also provide insights into areas where the company may be losing employees or struggling to retain top talent.

15. Are there any other issues you’d like to discuss?

This open-ended question provides the employee with an opportunity to express any other thoughts or concerns they may have. It can help to uncover additional feedback that the company may not have been aware of and provide an opportunity to address these concerns.

What are the Seven Musts in an Exit Interview?

There is no set number of questions that must be asked in an exit interview, as the questions should be tailored to the specific company and the reasons for the employee's departure. However, some key areas should be covered in an exit interview to gather meaningful feedback. These include:

The reason for leaving
The work environment
The relationship with the manager
The relationship with colleagues
Opportunities for growth and development
Recognition and compensation
Suggestions for improvement

Use Wamly to Conduct an exit interview

Wamly's software is an excellent tool for conducting exit interviews as it offers a one-way video format. This means that employees receive a link with their exit interview questions and can complete the interview in their own time and in a secure location of their choice.Since there is no direct interaction with a person, employees may feel more at ease to express their thoughts candidly and openly. In addition to providing a safe environment, using software like Wamly is also a cost-effective and efficient approach, particularly for large companies with multiple employees leaving or undergoing a retrenchment process. By leveraging Wamly's software, organisations can save valuable time and resources that would otherwise be consumed in traditional interview processes. It’s also a great way to ensure that feedback is captured accurately.In conclusion, exit interviews are a valuable tool for companies to gain insights into why employees are leaving and how to improve the work environment to retain top talent. By asking thoughtful and open-ended questions, companies can gather meaningful feedback that can be used to make positive changes to the work environment and employee experience.

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