Exit Interview Questions that aren't a waste of time.

You're losing a valuable team member, but you have no idea why. Exit interviews don't have to be a 'checkbox' item when someone is leaving. Asking the right questions, and being open to HONEST feedback, can help you identify issues within your organization, places you might need to strengthen, or where you're falling your employees. Before you start, make sure that you're mentally prepared for what could be an uncomfortable conversation. This includes stifling the urge to interrupt or correct someone. View this as an opportunity to work on your 'listening to understand' skills - and not your 'listening to respond' skills. 
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Reasons for Leaving:
What prompted your decision to leave?

Was there a specific event or issue that influenced your decision?

Work Environment & Culture:
How would you describe the company culture?

Did you feel included and respected as part of your team?

Were there any barriers to collaboration or communication?

Who was the person (or people) who made the most impact on your career here?

Management & Leadership:
How would you describe your relationship with your manager?

Did you receive regular, constructive feedback?

How effectively did leadership communicate company goals and changes?

Growth & Development:
Did you have opportunities for professional development and career advancement?

Were your skills and talents fully utilized?

What additional support or training would have helped you succeed?

Compensation & Benefits: 
How satisfied were you with your compensation and benefits package?

Were there any benefits or perks you felt that the company is lacking?

Final Thoughts & Suggestions:
What could we have done to retain you?

What advice would you give to someone starting in your role?

Is there anything else you'd like to share that we haven't covered?


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There are tons of additional questions that you could ask - and feel free to let the employee expand on answers, contact you later with additional comments, or even decline to answer. Remember to listen, to acknowledge where there may have been missteps or outright failures, and use the information you're receiving to make impactful changes. 

Make sure you reach out if you'd like to customize off-boarding and on-boarding processes for your company. Purplexity is here to help!!