Exit Survey
Turn employee departures into opportunities for organizational learning and improvement.
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Why Exit Surveys Matter
Exiting employees often provide the most honest feedback about organizational issues because they're no longer concerned about repercussions. Exit survey data reveals patterns in turnover reasons, identifies problematic managers or teams, uncovers systemic issues, and benchmarks your competitiveness for talent. When taken seriously, exit data drives retention improvements.
Key Questions to Ask
This template explores: overall satisfaction during tenure, specific reasons for leaving, whether employees felt valued and recognized, likelihood to return (boomerang potential), likelihood to recommend as an employer, retention opportunities (what might have changed their decision), and general feedback. Balance quantitative ratings with open-ended 'why' questions.
Acting on Exit Data
Look for patterns, not individual responses. If multiple people leave one manager, that's actionable. If compensation consistently appears as a reason, benchmark your pay. If lack of growth opportunities is common, invest in career development. Share aggregate trends (not individual responses) with leadership quarterly to drive systemic improvements.