An Exit Survey is a powerful tool that delivers critical insights into why employees leave and identifies key drivers behind turnover. By understanding the reasons for departure and gathering constructive feedback, organisations can create targeted strategies to retain talent, improve workplace culture, and reduce future attrition.
Article contents
- How should I approach the employee exit process?
- What type of questions should I include in an exit survey?
- Why should I measure eNPS (Employee Net Promoter Score) in an exit survey?
- How can I ensure high response rates for exit surveys?
- How do I ensure the exit survey links back to key drivers of employee experience?
- The role of face-to-face in the exit process.
How should I approach the employee exit process?
When an employee is leaving, it’s important to gather feedback on their experience through exit surveys. These surveys help understand why they’re leaving and provide insights on areas where the company can improve. However, exit surveys should be used in conjunction with face-to-face interactions to get the full picture. The surveys can serve as a valuable starting point for understanding the employee’s reasons for leaving, but an in-person conversation can add more depth and context.
What type of questions should I include in an exit survey?
We recommend using our People Science-crafted question bank to ensure you collect the most relevant data. These standardised questions, typically using a scale from 0 (strongly disagree) to 10 (strongly agree), help pinpoint the key reasons for an employee’s departure.
To make the most of the survey, you can also purchase People Science survey crafting services, which will ensure your questions are linked to important factors like Key Drivers or your Employee Voice Strategy.
Why should I measure eNPS (Employee Net Promoter Score) in an exit survey?
eNPS is a valuable metric that helps gauge whether a departing employee would recommend your organisation to others. It’s a strong indicator of overall employee sentiment and employer brand perception.
A low eNPS score may highlight areas where improvements are needed, while a high score reflects positive employee experiences, even for those who are leaving.
How can I ensure high response rates for exit surveys?
To drive higher response rates, it’s essential to establish a clear survey feedback loop. Let employees know how their feedback will be used and ensure the survey is positioned as a way to help improve the organisation for future employees.
Additionally, setting clear expectations around the confidentiality and purpose of the survey will encourage more honest and open responses.
How do I ensure the exit survey links back to key drivers of employee experience?
Make sure your exit survey includes questions that directly relate to your organisation’s Key Drivers—the factors that most influence employee engagement and retention.
This ensures that the feedback you receive is actionable and aligned with broader company goals. Review the results regularly to see if those drivers are reflected in the feedback and use the data to inform your retention strategies moving forward.
The role of face-to-face in the exit process.
While onboarding and exit surveys can provide valuable insights, they should never replace face-to-face interactions. These surveys can serve as a starting point for understanding a new employee's experience or the reasons behind an employee's departure, but they are most effective when complemented by in-person conversations.
When an employee is leaving, their feedback can be critical for understanding what could be improved. However, they may be reluctant to provide honest feedback through a survey, especially if it involves negative experiences with management or company culture. Conducting an exit interview allows for a more candid dialogue, where the departing employee can share their insights in a supportive environment. This interaction not only gives HR leaders deeper context about the reasons for the departure but also shows the employees that their feedback is valued and taken seriously.
By combining surveys with face-to-face interactions, HR leaders and managers gain a more comprehensive understanding of both onboarding and exit experiences, helping to address concerns proactively and foster a positive workplace culture.