Interview Questionnaire

Why did you begin looking for a new job? What ultimately led you to accept the new position? Did you feel that you were equipped to do your job well? How would you describe the culture of our company? Can you provide more information, such as specific examples? What could have been done for you to remain employed here?

This place is 'going downhill/a sinking ship/lost without me So-and-so was mean to me/did something bad/hates it here, too SHOW ME THE MONEY! @%! Never, ever again. You could have made me stay, you know. Nobody likes working here.

Understand why people leave your organization. Increase managers' accountability for employee retention. Collect actionable data for increasing retention and organizational effectiveness. Identify and monitor any illegal or unethical practices. Promote goodwill in the workforce.

Why are you leaving? What were the best and worst parts of your job? How happy were you with things like salary, benefits, perks, time off, the office environment, etc? How do you feel about your managers or supervisors? How do you feel about the support/training/feedback you received?

Choose your interview format. Giving your departing employees a questionnaire to fill out could be less time-consuming and help avoid some uncomfortable discussions. Choose your interviewer. The person who's most familiar with your employee's work is their direct supervisor. Decide what to ask. Decide what not to ask.

Explain the purpose of the exit interview to the leaving employee right at the beginning of the interview. State clearly that you conduct these interviews in order to make positive changes and improve your company culture. Ask for their help and highlight how much you'd value their honesty and constructive feedback.

Do take the interview seriously. When attending this interview, you are still part of that organization. Do give constructive feedback. Do write notes before. Do remain professional at all times. Do say thank you.