Knowing why an employee leaves your company can help you to reduce your employee turnover rate.
That’s because you can use the reasons a departing employee provides to gather information about processes, people and departments that might need some redirection to correct situations that may have contributed to the employee’s reasons for leaving.
And, if you spot trends in the answers departing employees are giving you, it will be critical that you act on that valuable information.
Here are 15 questions you or your Human Resources (HR) team can ask during an exit interview to better understand the real reasons employees leave:
- Why are you leaving?
- What did you like most about your job?
- If you could improve the job in any way, what would you suggest?
- How would you rate cooperation within your work group?
- How would you rate communication within your work group?
- How would you rate your opportunity for advancement?
- Did you receive the necessary training to do your job?
- Did you receive frequent coaching and balanced feedback from your supervisor?
- Did your supervisor resolve complaints and address problems effectively?
- Did you receive the necessary information to perform your job effectively?
- Would you recommend that a friend or acquaintance apply for a job here?
- If you could change three things about your department and three things about the company, what would they be?
- Did you think your pay was fair?
- How would you describe the morale at the company in general?
- What else can you tell me about why you are leaving?
These questions come from The Essential HR Handbook, written by Sharon Armstrong and Barbara Mitchell. Their book is a quick and handy resource for any leader, manager or HR professional.