Exit survey questions
30 questions to ask people who are leaving, grouped so you can use the whole set or pick a short version.
Reasons for leaving
Role and workload
Manager and team
Growth and pay
Culture and values
Leaving and returning
How to run an exit survey
- Send it in the last week or soon after. People are most candid once the decision is made and before the next job starts.
- Do not run it through the line manager. HR or an outside provider gets more honest answers.
- Keep it voluntary and short. 10 to 15 questions is enough. Choose the sections that matter most.
- Say who will see the answers. Exit surveys are rarely anonymous, because the organization knows who is leaving. Be clear about who reads them.
- Look for patterns, not single answers. One person's reason is a story. The same reason from 8 people in one team is a finding.
Exit survey or exit interview?
| Exit survey | Exit interview | |
|---|---|---|
| Format | Written questions, same for everyone | Conversation with HR or a third party |
| Best for | Spotting patterns across many leavers | Understanding one person's reasons in depth |
| Time | 10 to 15 minutes | 30 to 60 minutes |
| Many organizations | Use both: survey first, interview if the person agrees |
Free downloads
Exit survey templateA printable and editable exit survey covering reasons for leaving, role, manager, growth, pay and culture.
Questions
What should I ask in an exit survey?
Ask why the person decided to leave, how they experienced their role, manager and the organization, and what would have kept them. The sections above cover all of these.
When should an exit survey be sent?
In the last week of employment or shortly after. Earlier feels premature, and later gets fewer replies.
What is the difference between an exit survey and a stay survey?
An exit survey asks people who are leaving. A stay interview asks current employees what keeps them, before they decide to go.