5 Ways To Scale Up Your Exit Interview Process with Questionnaires That Don’t Suck

Manish Nepal

December 27th, 2017 Exit Interview  

The benefits of an exit interview are too big for any organization to ignore. Asking the right exit interview questions reveals a lot about the corporate culture and the many reasons why employees leave.

Your existing exit interview questions template, however, could be missing the mark in a few important ways. If you don’t know how to create an effective exit interview questionnaire form, the following guide will be just right for you.

The Worst Types of Exit Interview Questions

Poorly chosen exit interview questions are the bane of the HR professional’s existence. They are very generic, reveal very little information, and can’t be used to bring strategic changes in the company.

If you take a look at a standard exit interview questionnaire template online, you’ll probably come across dozens of ridiculous questions. A few of the worst ones include the following:

Q: Why are you leaving the job?
You will either have people say that they are moving on to greener pastures or someone who will go ballistic about their manager or their team. It’s like the Newton’s Third Law applied to HR – when you ask a vague question, you get an equally vague answer.

Q: Is there anything that we can do to change your mind?
This is like asking them to make a wish that can’t be fulfilled anyways. It is a loaded question that focuses on answers that are not necessarily crucial for your HR to understand. Re-negotiating with employees to make them stay back should be a step before an exit interview.

Q: Would you recommend our company to someone looking for a job?
That’s a simple yes or no question, and it doesn’t really provide a ton of useful data.

Make Your Own Exit Interview Questions Template and Get Better Results

The choice of exit interview questions has to be strategic. You can’t just go with an exit interview questions template that you’ve found online and expect to get good results from it. An exit interview questionnaire template that worked great for one organization isn’t necessarily going to deliver similar results for another business that has its own, unique work culture.

Getting truly honest, valuable feedback from employees depends on handing them a simple, comfortable, and convenient method to answer questions that matter to your organization. Thus, if you want to focus on the right exit interview questions, you’ll have to internalize a few essential ways:

Use Technology
Exit interview questions that are carried out electronically take less time to answer, likely to encourage a more objective response, and they tend to be more accurate than conducting a one-on-one session. Both HR professionals and deserting employees will be happy with the upgrade.


Schedule It Well
When should you hold exit interviews? How long should you allow them to key in their answers? It’s important for your HR to take such aspects into considerations. With an automated process, you can assign a timeline or schedule an interview at a time convenient for them to answer questions at their own pace.

Always Provide Context
Not every employee has a good grip of an exit interview and why does it matter. It might be intimidating for some people to be honest about leaving while many others wing it because they see it as a trivial norm. If you give them context such as their anonymity to the answers (if that’s applicable) and its importance to improve the workplace culture, people are likely give it their best.

Standardize Questions
Open-ended questions are great because they allow employees to provide rich information. But analyzing such data will be a complete nightmare if your process lacks validation parameters. So have a set pattern that will make it easy for the HR to infer conclusions, but don’t be afraid to revise things time and again.

Act On It
The final suggestion doesn’t focus on the interview questions, rather the way in which HR uses the feedback. It makes a lot of difference for employees who stay back to see that valid responses from past exit interviews are acted on and that managers care. This fact alone could be sufficient to bring down the turnover rate.

A Good Exit Interview Questionnaire Form Can Reduce Attrition

Automation is the bright future of every business process, including employee offboarding. Making your exit interview process self-running and open to change also allows you to scale up your existing HR efforts.

The benefits of embracing an automated app for this purpose are many, such as:

  • Standardizing questions to fit your purpose and set a process direction
  • Customizing the forms, questions, templates, etc. to reflect changing norms
  •  Improving the quality of exit interview questions
  • Reducing time and increasing productivity in the HR
  • Ensuring data security
  • Leaving a good impression to departing employees during their offboarding

High employee turnover rate hurts productivity, but the right technology can be incredibly cost-efficient in the long run. When you automate a crucial process like exit interview, you bring a valuable source of information that can help your HR create a workplace that ensures loyalty and yields greater goals.